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Samhalls uppdrag är att producera efterfrägade varor och tjänster\noch genom detta skapa meningsfulla och utvecklande arbeten för personer med\nfonktionsnedsättning där behoven finns. Samhalls förutsättningar är\nfastlagda genom statlig ersättning för merkostnader för den\narbetsmarknadspolitiska insatsen, samt krav pä resultat i form av volym arbete\noch övergängar.\u003C\u002Fp>\n\n\u003Cp>Företaget har säväl likheter som avgörande skillnader jämfört med\nandra företag pä den svenska arbetsmarknaden. Samhall är, precis som andra\nföretag, beroende av det som sker i omvärlden. Det gäller förändringar i\nmarknadens efterfrägan pä varor och tjänster samt förändrade möjligheter\nför företaget att bedriva effektiv produktion. Samhall är ett företag som\näven älagts ett socialt ansvar som gär utöver det som gäller för andra\nföretag. Det innebär att hänsyn till de arbetsmarknadspolitiska och\nindividuella förutsättningarna mäste vara vägledande vid tillämpningen av\ndet mellan parterna träffade avtalet.\u003C\u002Fp>\n\n\u003Cp>Det är mot den bakgrunden detta kollektivavtal ska ses. Syftet är att\nkombinera säväl kraven pä flexibilitet som nödvändigheten att ta\nindividuella hänsyn. Syftet är att göra det möjligt för företaget att\nbedriva en sund affärsverksamhet samtidigt som anställda ska kunna känna\ntrygghet. Det betyder ocksä att de krav pä omställningar, flexibilitet och\nförändringar som ständigt förekommer pä den svenska arbetsmarknaden mäste\nanpassas för Samhall. Stora krav kommer att ställas pä dem som har\nmöjlighet till omställning. Samma krav kan inte ställas pä de som, pä\ngrund av sin funktionsnedsättning, har begränsad förmäga till omställning\n- de mäste ha möjlighet att känna trygghet pä sin arbetsplats. Det är\nocksä av vikt att medarbetare med funktionsnedsättning fär möjlighet att\nutvecklas i arbetet och därigenom fär möjlighet till löneutveckling inom\nSamhall.\u003C\u002Fp>\n\n\u003Cp>Avtalet ska vidare utgöra ett instrument för att öka intresset för\nkompetensutveckling samt stärka viljan att pröva nya utmaningar och\nförmägan att om möjligt övergä till arbete i det övriga arbetslivet. Det\ngör att avtalet bäde är traditionellt för den svenska arbetsmarknadens\nförhällanden och ett unikt dokument för just den särprägel som Samhall\nhar.\u003C\u002Fp>\n\n\u003Ch2>Övriga gällande avtal och överenskommelser mellan parterna\u003C\u002Fh2>\n\n\u003Cp>1.Överenskommelse om förhandlingsordning vid rättstvister och vid\nförhandlingar om tecknande av löne- och allmänna villkorsavtal\u003C\u002Fp>\n\n\u003Cp>2.Jämställdhetsavtal mellan kvinnor och män pä arbetsmarknaden\u003C\u002Fp>\n\n\u003Cp>3.Medbestämmandeavtal (MBA)\u003C\u002Fp>\n\n\u003Cp>4.Kollektivavtal om omställning Fremia-LO (Hanteras via\nomställningsstiftelsen CIKO)\u003C\u002Fp>\n\n\u003Cp>5.Utvecklingsavtal Samhall, FREMIA-LO\u002FPTK\u003C\u002Fp>\n\n\u003Cp>6.Avtalsförsäkring Fremia-LO\u003C\u002Fp>\n\n\u003Cp>I avtalsförsäkring Fremia-LO ingär följande delar (hanteras via\nPensionsvalet):\u003C\u002Fp>\n\n\u003Cp>1.Grupplivförsäkring, AGL\u003C\u002Fp>\n\n\u003Cp>2.Avtalsgruppförsäkring, AGS\u003C\u002Fp>\n\n\u003Cp>3.Gemensam tjänstepension, GTP\u003C\u002Fp>\n\n\u003Cp>4.Föräldrapenningtillägg, FPT\u003C\u002Fp>\n\n\u003Cp>5.TFA Fremia - LO-PTK\u003C\u002Fp>\n\n\u003Cp>6.Läkekostnadsförsäkring vid utlandstj änstgöring, LFU\u003C\u002Fp>\n\n\u003Cp>7.Premiebefrielseförsäkring, PBF\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>8.GTP Familjeskydd\u003C\u002Fp>\n\n\u003Cp>För arbetare som den 1 januari 2019 var helt eller delvis sjuk och där-\nefter inte äterfätt full arbetsförmäga i relation till sin\ntjänstgöringsgrad, eller som fätt partiell sjukersättning beviljad under\nsin i anställning pä Samhall, omfattas i stället av Avtalsförsäkring\nSAF-LO (hanteras via FORA).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Företagsöverenskommelser\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•Medbestämmandets form i Samhall AB\u003C\u002Fp>\n\n\u003Cp>•Överenskommelse om inbyggd verksamhet\u003C\u002Fp>\n\n\u003Cp>•Överenskommelse om visstidsanställning pä grund av särskilda\narbetsmarknadspolitiska ätgärder\u003C\u002Fp>\n\n\u003Cp>•Reseavtal\u003C\u002Fp>\n\n\u003Cp>•Vissa särskilda ätgärder för arbetstagare som utsatts för asbest-\nexponering och ersättningsregler i anslutning därtill, SAF-LO\u002FPTK.\u003C\u002Fp>\n\n\u003Cp>•Reglering av villkoren för anvisade arbetare som avskedas eller sägs\nupp av personliga skäl frän Samhall AB.\u003C\u002Fp>\n\n\u003Cp>•Anställningsvillkor avseende anställda med lönebidrag för utveckling\ni anställning (LFU i Samhall).\u003C\u002Fp>\n\n\u003Ch2>§ 1 Branschavtalets tillampningsomrade m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Tillampningsomrade\u003C\u002Fh3>\n\n\u003Cp>Branschavtalet galler for samtliga arbetare inom berorda LO-forbunds\norganisationsomrade anstallda vid foretag anslutna till Fremia och anstallda\nvid Samhall.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>For direktanstalld arbetare galler, utover vad som anges i detta avtal,\nsarskilda bestammelser, vilka framgar av bilaga 1.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Arbetsformedlingens anvisningsratt\u003C\u002Fh3>\n\n\u003Cp>Bestammelserna i branschavtalet innebar inte nagon inskrankning i\narbetsformedlingens ratt att anvisa arbetare till foretagen.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lokal anpassning\u003C\u002Fh3>\n\n\u003Cp>Avtalet utgor inte nagot hinder mot att foretag traffar overenskommelse med\ncentral facklig part om andra villkor an som framgar av detta avtal. Sadan\noverenskommelse ska omfatta samtliga centrala fackliga parter i\nkollektivavtalet.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Anställningsform tiMsvidareanställning\u003C\u002Fh3>\n\n\u003Cp>Arbetare anställs tillsvidare om inte annat överenskommes enligt nedan.\u003C\u002Fp>\n\n\u003Ch4>Visstidsanställning\u003C\u002Fh4>\n\n\u003Cp>1.Särskilda omständigheter\u003C\u002Fp>\n\n\u003Cp>När särskilda omständigheter föreligger kan lokal överenskommelse\nträffas om anställning för viss tid. Sâdan anställning far inte avse\nprovanställning.\u003C\u002Fp>\n\n\u003Cp>2.Arbetstoppar\u003C\u002Fp>\n\n\u003Cp>För att underlätta vid arbetstoppar kan lokal överenskommelse träffas om\nvisstidsanställningar för lägst tvâ och högst sex mânader.\u003C\u002Fp>\n\n\u003Cp>3.Särskilda arbetsmarknadspolitiska atgärder\u003C\u002Fp>\n\n\u003Cp>Arbetare som anställs inom ramen för särskilda arbetsmarknadspolitiska\nätgärder anställs för viss tid, dock högst tolv mânader. Om särskilda\nskäl föreligger kan efter lokal överenskommelse anställningen förlängas\nytterligare tolv mânader.\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckningar\u003C\u002Fh4>\n\n\u003Cp>1.Central överenskommelse ska trâffas avseende vilka\narbetsmarknadspolitiska âtgârder som inryms i anstâllningsformen ovan under\npunkt 3.\u003C\u002Fp>\n\n\u003Cp>2.Möjlighet till praktikarbete ska kunna förekomma för den som genomgâr\nAF:s eller Försâkringskassans utredning eller âr placerad inom\nomsorgsverksamheten. Överenskommelse om sâdan praktik trâffas lokalt efter\ndet att berörda myndigheter framfört ett önskemâl.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Anstallningens omfattning\u003C\u002Fh3>\n\n\u003Cp>Anstallningen avser endera heltidsanstállning eller deltidsanstállning.\nArbetstiden vid deltidsarbete ska i normalfallet utgora lagst 20 timmar per\nhelgfri vecka.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Anställningsbevis\u003C\u002Fh3>\n\n\u003Cp>Anstallningsbevis, som ska utfardas i samband med anstallningen, ska\ninnehálla uppgift om inom vilket verksamhetsomráde arbetaren ar placerad.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Verksamhetsomráde\u003C\u002Fh3>\n\n\u003Cp>Verksamhetsomrádet ar ett ortsspecifikt omráde som ska faststallas genom\nforhandlingar mellan de lokala parterna. Verksamhetsomrádet ska vara minst fem\noch hogst 50 km.\u003C\u002Fp>\n\n\u003Cp>Verksamhetsomráden kan gá in i varandra. Vid faststallande av\nverksamhetsomráde ska hansyn till allmanna kommunikationer tas.\u003C\u002Fp>\n\n\u003Cp>Forandring av verksamhetsomráden ska inte goras om de innebar vasentliga\nfordyringar for de anstallda, t ex dubbla busskort. Vid bristande enighet om\nverksamhetsomrádets omfattning hanskjuts frágan till de centrala parterna. Om\narbetstagare anvisas arbete pá annan arbetsplats an vederborandes ordinarie\nska om inte sarskilda skal foreligger besked harom ges minst tvá dagar i\nforvag.\u003C\u002Fp>\n\n\u003Cp>Anmárkning\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren inte kan beredas arbete inom sitt ordinarie\nverksamhetsomráde, och bristen pá arbetsuppgifter inte kan betecknas som\ntiUfáüig, ska arbetstagaren, efter forhandling med lokal facklig\norganisation, kunna anvisas annat arbete inom nárliggande verksamhetsomráde.\nVid anvisning av andra arbetsuppgifter ska hánsyn tas till den berorde\narbetstagarens forutsáttningar for ifrágavarande arbete.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna bestämmelser\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Anställda ska gemensamt verka för ett gott förhällande inom\nföretaget.\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>Arbetare har att utföra de arbetsuppgifter som är förenade med\nanställningen. Arbetsinstruktioner liksom övriga av arbetsledningen lämnade\nanvisningar ska iakttas.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>Överenskomna arbetstider ska hällas. Vid tidsregistrering av närvaro ska\ngällande regler följas. Ändring av reglerna om närvaroregistrering sker\nefter lokal överenskommelse.\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>Framställning om ledighet ska göras i sâ god tid som möjligt till\narbetsledningen, som snarast ska lämna besked. Även anmälan om ledighet för\nfullgörande av fackliga och offentliga uppdrag ska göras i god tid.\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>Giltig frânvaroorsak ska snarast anmälas till företaget. Vidare ska\nföretaget snarast underrättas om beräknad tidpunkt för âterkomst i\narbetet.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Mom 6\u003C\u002Fh3>\n\n\u003Cp>Föreskrifter till skydd mot arbetssjukdom eller arbetsskada ska noggrant\niakttas. Befintlig skyddsutrustning ska användas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 7\u003C\u002Fh3>\n\n\u003Cp>Diskretion ska iakttas säväl inät som utät vad avser företagets och\nuppdragsgivarens angelägenheter. Detsamma ska ocksä iakttas i frägor som\nrör enskilda personer och deras personliga förhällanden.\u003C\u002Fp>\n\n\u003Ch3>Mom 8\u003C\u002Fh3>\n\n\u003Cp>Om en arbetare avser att âta sig en bisyssla av mer omfattande slag ska\narbetaren först informera arbetsgivaren. Arbetaren äger rätt att delta i\nsamhällslivet.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Arbetstid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Arbetstidslagen\u003C\u002Fh3>\n\n\u003Cp>Denna paragraf ersâtter arbetstidslagen i dess helhet.\u003C\u002Fp>\n\n\u003Cp>Partema ar eniga om att paragraftexten ligger inom ramen för EG:s\narbetstidsdirektiv, som syftar till att bereda arbetstagarna sakerhet och halsa\nvid arbetstidens förlaggning. Darigenom ar arbetsmiljöaspekter beaktade\nmellan parterna.\u003C\u002Fp>\n\n\u003Cp>Reglerna i paragrafen utgör ingen andring av arbetsmiljölagens regler för\nminderâriga.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Definitioner\u003C\u002Fh3>\n\n\u003Cp>EG:s arbetstidsdirektiv innehâller definitioner som är tvingande. Dessa\nâterges här av tydlighetsskäl. Âtergivna definitioner ska utom vad gäller\nbestämningen av natt inte anses utgöra kollektivavtalsreglering.\u003C\u002Fp>\n\n\u003Cp>Arbetstid: All tid dâ arbetstagaren stâr till arbetsgivarens förfogande\nsamt därvid utför aktiviteter eller uppgifter.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Beredskap räknas inte som arbetstid.\u003C\u002Fp>\n\n\u003Cp>Natt: Med natt avses perioden mellan klockan 22.30 och klockan 5.30. Med\nstöd av central överenskommelse kan natt definieras som annan period om minst\nsju timmar som innefattar perioden mellan klockan 0.00 och klockan 5.00.\u003C\u002Fp>\n\n\u003Cp>Nattarbetande: Arbetstagare som normalt utför minst tre timmar av sin\narbetstid nattetid.\u003C\u002Fp>\n\n\u003Cp>Skiftarbete: Varje metod att dela in arbetet i skift varigenom arbetstagare\navlöser varandra vid samma arbetsplatser enligt en viss arbetsgäng. Metoden\nkan medföra att arbetstagare mäste arbeta vid olika tider under en given\nperiod av dagar eller veckor.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Denna definition ar inte avsedd att andra gallande praxis inom\navtalsomradet.\u003C\u002Fp>\n\n\u003Cp>Skiftarbetare: Varje arbetstagare vars arbetsschema ingár i skiftarbete.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Arbetstidsmatt \u003C\u002Fh3>\n\n\u003Ch4>Mom 3:1 Tillganglig arbetstid\u003C\u002Fh4>\n\n\u003Cp>Under en berakningsperiod om fyra manader far den genomsnittliga arbetstiden\nper sjudagarsperiod inte overstiga 48 timmar.\u003C\u002Fp>\n\n\u003Cp>Genom lokal overenskommelse kan berakningsperioden bestammas till annan fast\neller rullande period om hogst 12 manader.\u003C\u002Fp>\n\n\u003Cp>Perioder av arlig betald semester och sjukfranvaro ska vara neutrala vid\nberakningen av den genomsnittliga arbetstiden.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch4>Mom 3:2 Ordinarie arbetstidens langd\u003C\u002Fh4>\n\n\u003Cp>Den ordinarie veckoarbetstiden for heltidsanstalld arbetare utgor 40 timmar\nper helgfri vecka i genomsnitt under fyra veckor. Den ordinarie\nveckoarbetstiden for heltidsanstalld arbetare utgor vid intermittent\ntváskiftsarbete 38 timmar per helgfri vecka i genomsnitt per kalenderár.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Vid intermittent 2-skiftsarbete ska, om de lokala parterna inte kommer\noverens om annat, den ordinarie arbetstiden for heltidsanstalld arbetare\nforlaggas enligt foljande: formiddagsskiftet mellan kl 6.00 och 14.00 samt\neftermiddagsskiftet mellan kl 14.00 och 22.00.\u003C\u002Fp>\n\n\u003Cp>Vid skiftarbete for deltidsanstalld arbetare ska arbetstiden, om inte annat\noverenskommes lokalt, forlaggas mellan kl 6.00 och 22.00.\u003C\u002Fp>\n\n\u003Ch4>Mom 3:3 Vid arbetstid förlagd enligt arbetstidsschema\u003C\u002Fh4>\n\n\u003Cp>För arbetare med annan arbetstid an dagarbetstid och intermittent 2-\nskiftsarbete anges arbetstidens lângd och fördelning i arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden ska, för heltidsanstâlld arbetare med ordinarie\narbetstid förlagd pâ sâvâl vardagar som sön- och helgdagar, utgöra i\ngenomsnitt 38 timmar per vecka för en begrânsningsperiod av fyra veckor. Hâr\navsedd arbetare tillförsâkras âtta ledighetsdagar per fyraveckorsperiod\neller tvâ dagar per vecka i genomsnitt under den begrânsningsperiod i\narbetstidsschema som överenskommes mellan de lokala parterna.\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden ska för heltidsanstâlld arbetare, vars ordinarie\narbetstid inte infaller pâ s k lâtthelgdagar, utgöra i genomsnitt 40 timmar\nper helgfri vecka för en begrânsningsperiod av fyra veckor. Med\nlâtthelgdagar avses röda kalenderdagar som infaller under mândag till\nfredag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Skiftarbete bör användas endast dâ sâ är absolut nödvändigt och\nendast beträffande arbetare för vilka det inte är olämpligt ur medicinsk\nsynpunkt.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Arbetstidens förläggning\u003C\u002Fh3>\n\n\u003Ch4>Mom 4:1 Överenskommelse om arbetstidens förläggning\u003C\u002Fh4>\n\n\u003Cp>Samräd om arbetstidens förläggning ska ske med den lokala fackliga\nOrganisationen innan företaget fastställer arbetstidsschemat. Begäran om\nändring av arbetstidsschema ska göras i god tid, dock senast fjorton dagar\nföre ändringens genomförande.\u003C\u002Fp>\n\n\u003Cp>Anmârkning\u003C\u002Fp>\n\n\u003Cp>Vid Samhalls stationâra industrianlâggningar som drivs i egen regi ska den\nordinarie arbetstiden förlâggas till vardagar och - om inte annat\növerenskommes mellan de lokala parterna - enligt följande:\u003C\u002Fp>\n\n\u003Cp>För heltidsanställd arbetare mándag-fredag mellan kl 7.00 och 16.00 med\navbrott för tvá máltidsraster om sammanlagt en timmes längd.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd arbetare mándag-fredag mellan kl 7.00 och 16.00.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch4>Mom 4:2 Nattarbete\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>Parterna är överens om att nattarbete (0.00-5.00) i normalfallet inte ska\nförekomma. Om skäl för nattarbete föreligger kan överenskommelse om detta\nträffas med central arbetstagarpart.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse enligt ovan kan i normalfallet endast träffas för\nbegränsad tid och\u002Feller för ett visst uppdrag\u002Farbete.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 4:3 Raster och pauser\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska rast läggas ut om arbetspasset\när längre än fem timmar.\u003C\u002Fp>\n\n\u003Cp>Med rast förstâs sâdana avbrott i den dagliga arbetstiden under vilken\narbetstagare inte är skyldig att stanna kvar pâ arbetsplatsen. Raster fâr\nbytas ut mot mâltidsuppehâll vid arbetsplatsen. Sâdant mâltidsuppehâll\ningâr i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ordna arbetet sâ att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhâllandena kräver det, kan i stället\nsärskilda arbetspauser läggas ut. Pauser räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SCHEDULE_trigger\">\u003Ch4>Mom 4:4 Dygnsvila\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska varje arbetstagare ges minst\nelva timmars sammanhängande viloperiod per 24-timmarsperiod, beräknad fran\narbetspassets början enligt arbetstagarens gällande arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>I dygnsvilan ska perioden 0.00-5.00 ingä om inte annat överenskommes med\ncentral arbetstagarpart.\u003C\u002Fp>\n\n\u003Cp>Avvikelse frän första stycket fär göras tillfälligtvis, om det\nföranleds av nägot särskilt förhällande, som exempelvis skiftbyten,\növertidsarbete eller överenskommen arbetstidsförläggning. Vid sädana\navvikelser skaarbetstagaren ges motsvarande förlängd viloperiod i anslutning\ntill det arbetspass som avbrutit viloperioden. Om dygnsvilan förläggs till\nordinarie arbetstid far detta inte medföra inkomstbortfall.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängd viloperiod av sakliga skäl inte kan läggas ut\nenligt föregaende stycke ska arbetstagaren ges motsvarande förlängda\nviloperioder förlagda inom sju kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med motsvarande viloperiod avses mellanskillnaden mellan 11 timmar och den\nsammanhängande viloperioden som arbetstagaren har fatt. Exempelvis 3 timmar,\nom viloperioden viss 24-timmarsperiod varit 8 timmar.\u003C\u002Fp>\n\n\u003Cp>Central part kan, om synnerliga skäl föreligger, begära central\nförhandling om tillämpningen av detta moment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 4:5 Veckovila\u003C\u002Fh4>\n\n\u003Cp>Om de lokala partema inte enas om annat ska arbetstagare ha minst trettiosex\ntimmars sammanhangande viloperiod under vaije period om sju dagar\n(veckovila).\u003C\u002Fp>\n\n\u003Cp>Veckovilan ska sa langt mojligt forlaggas till veckoslut.\u003C\u002Fp>\n\n\u003Cp>Undantag fran forsta stycket far goras tillfalligtyis, om det foranleds av\nnagot sarskilt forhallande som inte har kunnat forutses av arbetsgivaren. Om\nveckovilan forlaggs till ordinarie arbetstid far detta inte medfora\ninkomstbortfall.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Avtalsenliga fridagar\u003C\u002Fh3>\n\n\u003Cp>Med undantag av vad som sägs i mom 3:3 är pask-, midsommar-, jul- och\nnyarsafton arbetsfria dagar.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Arbetstidsförkortning\u003C\u002Fh3>\n\n\u003Cp>För varje fullgjord arbetsvecka utges ledighet med bibehallen lön för\nheltidsarbetare enligt följande: \u003C\u002Fp>\n\n\u003Cp>Dagarbete 99 minuter\u003C\u002Fp>\n\n\u003Cp>Tvåskiftsarbete 92 minuter\u003C\u002Fp>\n\n\u003Cp>Annat skiftarbete 85 minuter\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Heltidsarbetande arbetare som inte fullgjort sin ordinarie arbetstid viss\nvecka och deltidsarbetande erhaller ledighet i proportion till den kortare\narbetstiden.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan enas om att ledigheten eller del darav schemalaggs.\nUtlaggning av ledighet sker efter overenskommelse mellan arbetaren och\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Ledighet ska tas ut i sin helhet under aret efter intjanandearet Med ar\navses perioden 1 april-31 mars. Ledighet som begars i god tid ska beviljas.\u003C\u002Fp>\n\n\u003Cp>Ledighet som inte tagits ut under aret efter intjanandearet, ager arbetare\nratt att avsatta som premie i pensionsforsakring\u002Fdeltidspensionspremie.\nArbetaren ska skriftligen anmala detta till arbetsgivaren senast 31 mars samma\nar.\u003C\u002Fp>\n\n\u003Cp>Overforing av intjanad arbetstidsforkortning till delpensionspremie beraknas\nfor varje timme intjanad arbetstidsforkortning som 108 % av timlon. Om\npensionsadministratoren tar ut en extra avgift for inbetalning av engangspremie\nska kostnaden for detta baras av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Om all ledighet inte kunnat tas ut under uttagsaret kan arbetsgivaren lagga\nut resterande ledighet under aren narmast efter uttagsaret.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Mom 7 Övertid \u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 7:1\u003C\u002Fh4>\n\n\u003Cp>Övertidsarbete bör användas endast da sä är absolut nödvändigt och\nendast beträffande arbetare för vilka det inte är olämpligt ur medicinsk\nsynpunkt.\u003C\u002Fp>\n\n\u003Cp>Meddelande om övertidsarbete ska lämnas i god tid, om möjligt dagen\nföre, dock senast i samband med sista mältidsrasten under den dag\növertidsarbete ska utföras. \u003C\u002Fp>\n\n\u003Ch4>Mom 7:2 Definition av övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Arbete pâ annan tid än den för arbetaren fastställda ordinarie\narbetstidens förläggning betraktas som övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Till deltidsanställd arbetare utges inte övertidstillägg förrän âtta\ntimmar per arbetsdag (-pass) fullgjorts.\u003C\u002Fp>\n\n\u003Cp>Som övertidsarbete betraktas inte tid, som tas i ansprâk genom ändrad\nförläggning eller förskjutning av den ordinarie arbetstiden.\u003C\u002Fp>\n\n\u003Ch4>Mom 7:3 Begränsning av övertid\u003C\u002Fh4>\n\n\u003Cp>Övertid fâr tas ut med högst 50 timmar under en kalendermânad och med\nsammanlagt högst 200 timmar under ett kalenderâr.\u003C\u002Fp>\n\n\u003Ch4>Mom 7:4 NödfaMsövertid\u003C\u002Fh4>\n\n\u003Cp>Har en natur- eller olyckshândelse eller annan liknande omstândighet, som\ninte kunnat förutses av arbetsgivaren, vâllat avbrott i verksamheten eller\nmedfört överhângande fara för sâdant avbrott eller för skada pâ liv,\nhâlsa eller egendom, ska övertid som fullgjorts med anledning dârav inte\nbeaktas vid berâkning av övertid enligt mom 7:3 (nödfallsövertid).\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska snarast underrâtta fackklubben om övertidsarbetet.\nPâgâr nödfallsövertid lângre tid ân tvâ dygn frân arbetets början ska\ndet anmâlas till berört förbund.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Registrering av arbetstid\u003C\u002Fh3>\n\n\u003Cp>Arbetstagaren mäste följa av arbetsgivaren beslutade rutiner för kontroll\nav arbetstiden. I de fall arbetstiden registreras i tidredovisningssystem fär\nregistreringen inte inkräkta pä arbetstiden. Registreringen ska ordnas och\nutföras pä ett sädant sätt att det blir tidseffektivt och inte skapar\nsvärigheter för arbetstagarna.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som erfordras för beräkning av\növertid och jourtid. Arbetstagaren, företrädare för fackklubben eller\nberört förbund har rätt att ta del av dessa anteckningar. Saknas fackklubb\nhar företrädare för lokalavdelning motsvarande rätt.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Ch2>§ 5 Övertidsersättning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Övertidstillagg\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Vid beordrat övertidsarbete utges till heltidsanställd ersättning för\narbetad tid med\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>mänadslönen\u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\">per timme \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>175\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>eller, om arbetaren sâ önskar, i form av ledig tid, kompensationsledighet\nenligt reglerna i mom 2, samt övertidstillägg enligt nedan.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2023-10-01\u003C\u002Ftd>\n      \u003Ctd>2024-10-01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) Måndag–fredag från ordinarie dagarbetstidens slut till klockan\n        22.00\u003C\u002Ftd>\n      \u003Ctd>65:60 kr\u003C\u002Ftd>\n      \u003Ctd>67:80 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Måndag–torsdag från klockan 22.00 till den ordinarie\n        dagarbetstidens början påföljande dygn. Samma gäller arbetsfri dag,\n        som infaller på någon av veckodagarna måndag–fredag\u003C\u002Ftd>\n      \u003Ctd>91:80 kr\u003C\u002Ftd>\n      \u003Ctd>94:80 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Från klockan 22.00 fredag och dag före helgdag som infaller\n        under dagarna måndag–fredag till den ordinarie dagarbetstidens\n        början närmast påföljande arbetsdag\u003C\u002Ftd>\n      \u003Ctd>131:00 kr\u003C\u002Ftd>\n      \u003Ctd>135:30 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Anmârkningar\u003C\u002Fp>\n\n\u003Cp>1.Vid tillâmpning av divisorn (175) ska en deltidsanstâlld arbetares\nmânadslön upprâknas till full mânadslön motsvarande arbetstiden för\nheltidsanstâlld.\u003C\u002Fp>\n\n\u003Cp>2.Övertidsersâttning betalas inte samtidigt med ob- eller skifttillâgg\neller restidsersâttning.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>Kompensationsledighet utges med en timme för varje arbetad övertidstimme.\nVid uttag av kompensationsledighet ska motsvarande tid âterföras som\ntillgänglig övertid.\u003C\u002Fp>\n\n\u003Cp>För övertidsarbete, som ska kompenseras med ledig tid, utbetalas endast\növertidstillägg.\u003C\u002Fp>\n\n\u003Cp>Utläggning av kompensationsledighet sker efter överenskommelse mellan\nföretaget och berörd arbetare. Utläggningen fär inte innebära särskild\nolägenhet för produktionens behöriga gäng. Kan inte enighet om utläggning\nav kompensationsledigheten uppnäs mellan företaget och berörd arbetare\nbetalas ersättningen automatiskt i pengar.\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet ska normalt tas ut inom en mänad, räknat frän den\ndag som övertidsarbetet utförts, om inte företaget och berörd arbetare\nkommer överens om annat.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av kompensationsledighet erhälls oförändrad mänadslön\ninklusive eventuell premie, bonus eller dylikt.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Lon och lonebestammelser\u003C\u002Fh2>\n\n\u003Cp>Lon utges som mânadslon. Med mânadslon avses ett visst faststallt belopp\nper kalendermânad oberoende av i mânaden infallande helgdagar och\navtalsenliga fridagar. Mânadslonen bestâr av grundmânadslon samt eventuella\ntillagg for arbetsuppgift, mângkunnighet och erfarenhet. I mânadslonen kan\nocksâ ingâ personligt tillagg. Avrakningsperiod for avloning ar\nkalendermânad.\u003C\u002Fp>\n\n\u003Cp>Efter lokal overenskommelse, kan mânadslonen kompletteras med premie, bonus\neller dylikt.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>Mom 1 Grundlon\u003C\u002Fh3>\n\n\u003Cp>Mânadsavlonad arbetare erhâller vid heltidsanstallning grundlon enligt\nnedan.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grundlön fr o m\u003C\u002Ftd>\n      \u003Ctd>2023-10-01\u003C\u002Ftd>\n      \u003Ctd>2024-10-01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>23 912 kr\u003C\u002Ftd>\n      \u003Ctd>24 843 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Lonetillagg\u003C\u002Fh3>\n\n\u003Cp>A.Beroende pâ vilken arbetsuppgift arbetstagaren till overvagande del av\narbetstiden beraknas arbeta med utgâr ett arbetsuppgiftstillagg, 14 enligt\ntabell 1. Faststallande av arbetsuppgiftstillagg sker efter forhandling med den\nlokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>B.Nar arbetstagaren utvecklats genom att lara sig minst en annan\narbetsuppgift utgâr tillsammans med arbetsuppgiftstillagg 1-3\nmângkunnighetstillagg enligt tabell 2. Parterna ar vidare overens om att de\nanstallda inom Samhall i genomsnitt kommer att ha ett\nmângkunnighetstillagg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"417\">\u003Cp>Tabell 1 Arbetsuppgiftstillägg\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"417\">\u003Cp>För alla arbetsuppgifter gäller att den\n        omsorg krävs som erfordras förarbetsuppgiften\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"417\">\u003Cp>Utförande och kvalitet\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>Utförs efter muntliga och skriftliga instruktioner\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Utförs efter muntliga och skriftliga instruktioner.\n        Dessutom krävs omdöme och initiativ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Stora krav pa omdöme, initiativ och ansvar för\n        arbetets utförande\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Mycket hög grad av\u003C\u002Fp>\n\n        \u003Cp>specialistkunskape r inom definierat yrkesomrade krävs\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"417\">\u003Cp>Beslutsfattande och självständighet\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>Beslut om ändringar fattas oftast av annan person\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Beslut i fragor, som rör arbetets uppläggning\n        och\u002Feller ändringar i förutsättningarna under arbetets gang fattas\n        oftast av arbetaren själv\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Besluten fattas i regel av arbetaren själv utan\n        samrad med annan person.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Besluten fattas av arbetaren själv\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>Följer en viss rutin. Smärre\u003C\u002Fp>\n\n        \u003Cp>anpassningar av arbetsmetod etc kan krävas.\u003C\u002Fp>\n\n        \u003Cp>Arbetet kan fordra viss grad av handlag för ett mindre antal\n        olikartade arbetsmoment\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Arbetet utförs som regel självständigt men viss\n        handledning kan förekomma. Arbetet innebär att kunna utföra flera\n        inom en arbetsenhet förekommande arbetsuppgifter\u002F moment\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Arbetet är mycket självständigt. Begränsad\n        arbetsledning kan inga liksom att ge enklare\u003C\u002Fp>\n\n        \u003Cp>information och instruktioner\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Arbetaren ska kunna instruera andra arbetare samt\n        utöva viss arbetsledning\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>2023-10-01:\u003C\u002Fp>\n\n        \u003Cp>1 205 kr*, ***\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>2023-10-01: 1 525 kr***\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>2023-10-01: 2 100 kr***\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>2023-10-01:\u003C\u002Fp>\n\n        \u003Cp>2 925 kr**, ***\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"417\">\u003Cp>* Tillägget utgär till arbetstagare som\n        fullgjort en sammanlagd tillgodo räkningsbar anställningstid om tolv\n        mänader.\u003C\u002Fp>\n\n        \u003Cp>** Arbetsuppgiftstillägget anger en miniminivä. Utgäende lön ska\n        förhandlas.\u003C\u002Fp>\n\n        \u003Cp>*** Inom Handels organisationsomräde minskas tillägget med 100 kr\n        fr o m 2020-12-01.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"415\">\u003Cp>Tabell 2 Mängkunnighetstillägg\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>Utgár när den anställde utvecklats genom att lära\n        sig och vara beredd att arbeta med minst en annan arbetsuppgift inom\n        samma l0nenivá\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>Utgár när den anställde utvecklats genom att lära\n        sig och vara beredd att arbeta med en arbetsuppgift inom en högre\n        l0nenivá\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>2023-10-01: 490 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>2023-10-01: 490 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1.Med övervägande del (mom 2 A) avses mer än 50 %.\u003C\u002Fp>\n\n\u003Cp>2.Arbetare, som uppflyttas till högre löneniva och med tillämpning av\navtalets regler skulle ha fatt lönesänkning som en följd av att\nmängkunnighetstillägg bortfaller, bibehaller tidigare utgaende lön.\u003C\u002Fp>\n\n\u003Cp>3.Vid deltidsanställning anpassas tilläggen enligt tabell 1-2 i\nförhallande till sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Personliga tillägg\u003C\u002Fh3>\n\n\u003Cp>Personliga tillägg som erhällits pä grund av övergängen till nytt\nlönesystem 1 januari 2006 anpassas genom att det personliga tillägget minskas\nmed 10 procent av den generella lönehöjningen vid varje\nlönerevisionstillfälle med start vid lönerevisionen 1 april 2007.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Mänadslön till deltidsanställd arbetare\u003C\u002Fh3>\n\n\u003Cp>Mänadslön till deltidsanställd arbetare proportioneras i förhällande\ntill arbetarens andel av gällande ordinarie arbetstid för heltidsanställd.\nVid framräkning av deltidslön avrundas överskjutande örestal till närmast\nhögre krontal.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Beräkning av samordningsbar mänadslön\u003C\u002Fh3>\n\n\u003Cp>Mänadslön för arbetare med förmän som ska samordnas med lön beräknas\npä sätt som anges i bilaga 4.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Lon per kalenderdag och timme\u003C\u002Fh3>\n\n\u003Cp>Lon per kalenderdag (= dagslon) utgor\u003C\u002Fp>\n\n\u003Cp>mánadslónen X 12\u003C\u002Fp>\n\n\u003Cp>__________________\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>Lon per timme utgor\u003C\u002Fp>\n\n\u003Cp>mánadslónen\u003C\u002Fp>\n\n\u003Cp>_____________\u003C\u002Fp>\n\n\u003Cp>175\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Vid annan ordinarie arbetstid an 40 timmarper vecka i genomsnitt anpassas\ntalet 175 i proportion hartill.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Lon vid arbete under del av kalendermanad respektive del av\nkalenderdag\u003C\u002Fh3>\n\n\u003Cp>Om anstallningen paborjas eller avslutas under lopande kalendermanad utges\nlon per timme om anstallningen omfattar hogst fem arbetsdagar av manaden och i\nandra fall lon per kalenderdag (= dagslon) for varje kalenderdag som\nanstallningen omfattar.\u003C\u002Fp>\n\n\u003Cp>Vid arbete under del av kalenderdag under kalendermanad som anstallning\npaborjas eller avslutas, utges lon per timme.\u003C\u002Fp>\n\n\u003Cp>Vid arbete under hel eller del av kalenderdag under kalendermanad da\narbetaren ar foraldraledig eller ar ledig pa annan lagstadgad grund utges lon\nper timme.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Utbetalning av lon\u003C\u002Fh3>\n\n\u003Cp>Lónen utbetalas i efterskott nágon av dagama den 25-28 páfóljande mánad\nvid tidpunkt som óverenskommes lokalt. Om inte de lokala parterna blir ense\ngaller den 26 varje mánad som ordinarie lóneutbetalningsdag. Om ordinarie\navlóningsdag ar arbetsfri vid fóretaget sker utbetalning narmast fóregáende\narbetsdag.\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Löneförskott till nyanställd\u003C\u002Fh3>\n\n\u003Cp>Nyanställd arbetare har rätt att efter 14 kalenderdagars anställning och\n8 arbetade dagar erhälla förskott motsvarande max halv mänadslön, efter\nskatt. Förskottet äterbetalas med minst 1\u002F10 varje mänad fr o m tredje\navlöningsdagen dock senast vid reglering av slutlön.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Önskemäl om förskott ska anmälas senast femte arbetsdagen. Förskottet\nutbetalas sä tidigt som möjligt dock senast fem arbetsdagar efter att\nförutsättningarna uppfyllts och nödvändiga underlag inkommit.\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Avdrag för fackliga medlemsavgifter\u003C\u002Fh3>\n\n\u003Cp>Företaget ätar sig att göra avdrag för fackliga medlemsavgifter enligt\nde regler som överenskommits mellan Samhall AB och respektive förbund.\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Avlöningsförmaner\u003C\u002Fh3>\n\n\u003Cp>Avlöningsförmänerna utgörs av\u003C\u002Fp>\n\n\u003Cp>•tillägg för övertidsarbete (§ 5)\u003C\u002Fp>\n\n\u003Cp>•lön (§ 6)\u003C\u002Fp>\n\n\u003Cp>•sjuklön (§ 7)\u003C\u002Fp>\n\n\u003Cp>•tillägg för obekväm arbetstid och skiftarbete (§ 8)\u003C\u002Fp>\n\n\u003Cp>•restidsersättning (§ 9)\u003C\u002Fp>\n\n\u003Cp>•semesterlön (§ 11)\u003C\u002Fp>\n\n\u003Cp>•ersättning vid omflyttning och omplacering (§ 14)\u003C\u002Fp>\n\n\u003Cp>•beredskapsersättning (§ 15)\u003C\u002Fp>\n\n\u003Ch2>§ 7 Sjuklon m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Ratt till sjuklon\u003C\u002Fh3>\n\n\u003Cp>Arbetare har ratt till sjuklon under de forsta 14 kalenderdagama i en\nsjukperiod enligt lagen om sjuklon (SjLL). Den narmare berakningen av\nsjuklonens storlek ar angiven i mom 4.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Sjukanmalan till arbetsgivaren\u003C\u002Fh3>\n\n\u003Cp>Franvaro pa grund av sjukdom ska snarast mojligt anmalas till arbetsgivaren.\nArbetaren ska dessutom snarast mojligt underratta arbetsgivaren om beraknad\ntidpunkt for atergang i arbetet.\u003C\u002Fp>\n\n\u003Cp>Samma sak galler om arbetaren blir arbetsoformogen pa grund av olycksfall\neller arbetsskada.\u003C\u002Fp>\n\n\u003Cp>Ratt till sjuklon foreligger inte for tid innan anmalan om sjukdomsfallet\ngjorts till arbetsgivaren. Om laga forfall foreligger, som hinder for anmalan,\nska anmalan ske sa fort hindret upphort.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Anmälan om sjukdom m m\u003C\u002Fh3>\n\n\u003Cp>9 § SjLL angäende skriftlig försäkran gäller ej.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att utge sjuklön fr o m den sjunde kalenderdagen\nefter dagen för sjukanmälan endast om arbetaren styrker nedsättningen av\narbetsförmägan och sjukperiodens längd med läkarintyg (8 § 2 st SjLL).\u003C\u002Fp>\n\n\u003Cp>Vid upprepade fall av korttidssjukdom och där missbruk kan befaras kan\narbetsgivaren begära att arbetaren vid kommande sjukdomsfall kan styrka\nfränvaron med läkarintyg eller annat av arbetsgivaren godkänt intyg frän\nden första sjukfränvarodagen. Begäran om förstadagsintyg samt vilken\nläkare eller värdinrättning som anvisas ska i dessa fall föregäs av\nsamräd med lokal facklig organisation. Kostnaden för att skaffa begärt intyg\nbetalas av arbetsgivaren. Har arbetsgivaren begärt intyg frän viss läkare\nbehöver arbetsgivaren inte ersätta kostnaden för intyg frän annan\nläkare.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Beräkning vid sjuklön\u003C\u002Fh3>\n\n\u003Ch4>a)Sjukdomsfall 1-14 dagar\u003C\u002Fh4>\n\n\u003Cp>Vid fränvaro pä grund av sjukdom ska karensavdraget göras med för sä\nläng tid som motsvarar 20 procent av den genomsnittliga veckoarbetstiden.\u003C\u002Fp>\n\n\u003Cp>Med arbetstagarens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar för en normalvecka utan helgdag enligt gällande arbetstidsmätt (§ 4\nmom. 3). För arbetstagare med intermittent eller oregelbunden tjänstgöring\nberäknas ett snitt över en representativ period sä att genomsnittet pä ett\nrättvisande sätt speglar medarbetarens arbetstidsförhällande.\u003C\u002Fp>\n\n\u003Cp>Avdrag fär dock inte göras för fler timmar än den anställde faktiskt\nhar varit fränvarande.\u003C\u002Fp>\n\n\u003Cp>Om sjukfränvaron är kortare än 20 procent av veckoarbetstiden görs\navdrag per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>mänadslönen X 12\u003C\u002Fp>\n\n\u003Cp>____________________\u003C\u002Fp>\n\n\u003Cp>52 X veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Om sjukfränvaron varar längre än 20 procent av den ordinarie\nveckoarbetstiden görs avdrag per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>mänadslönen X 12\u003C\u002Fp>\n\n\u003Cp>20 %X______________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Därutöver betalas med undantag för karensdagen sjuklön med 80 procent av\nde eventuella premielönedelar och den ob-ersättning arbetaren skulle ha fätt\nom arbetet utförts.\u003C\u002Fp>\n\n\u003Cp>Anmarkningar\u003C\u002Fp>\n\n\u003Cp>1.For arbetare som enligt Forsakringskassans beslut ar berattigad till\nsjuklon om 80 procent under hela sjukloneperioden gors sjukavdrag enligt vad\nsom galler fr o m den andra franvarodagen i sjukloneperioden.\u003C\u002Fp>\n\n\u003Cp>2.Om arbetaren under de senaste tolv manaderna haft sammanlagt tio\nkarensdagar gors sjukavdrag for den forsta dagen i kommande sjukperiod enligt\nformeln som galler fr o m den andra franvarodagen i sjukloneperioden.\u003C\u002Fp>\n\n\u003Cp>3.Ny sjukperiod som borjar inom fem kalenderdagar fran det att en tidigare\nsjukperiod avslutats ska betraktas som fortsattningpa den tidigare\nsjukperioden.\u003C\u002Fp>\n\n\u003Ch4>b)Sjukdomsfall langre an 14 dagar\u003C\u002Fh4>\n\n\u003Cp>Fr o m den 15:e kalenderdagen i sjukperioden gors avdrag for varje\u003C\u002Fp>\n\n\u003Cp>kalenderdag franvaron omfattar med\u003C\u002Fp>\n\n\u003Cp>manadslonen X 12\u003C\u002Fp>\n\n\u003Cp>_____________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Vid franvaro hel kalendermanad, da sjuklon inte utges, gors avdrag med hela\nmanadslonen.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Avdragsregler vid annan franvaro\u003C\u002Fh3>\n\n\u003Cp>Detta moment tillampas i de fall da ratt till sjuklon inte foreligger.\u003C\u002Fp>\n\n\u003Ch4>Mom 5:1 Franvaro under de forsta 14 dagarna av varje franvaro\u003C\u002Fh4>\n\n\u003Cp>Vid franvaro del av dag eller hel dag gors avdrag med lon per timme med\u003C\u002Fp>\n\n\u003Cp>manadslonen\u003C\u002Fp>\n\n\u003Cp>_____________\u003C\u002Fp>\n\n\u003Cp>175\u003C\u002Fp>\n\n\u003Cp>for varje franvarotimme.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Vid tillampning av divisorn (175) ska en deltidsanstalld arbetares lon\nuppraknas till lon motsvarande arbetstid for heltidsanstalld.\u003C\u002Fp>\n\n\u003Ch4>Mom 5:2 Fránvaro längre än 14 dagar\u003C\u002Fh4>\n\n\u003Cp>Frän och med 15:e fränvarodagen görs avdrag med lön per kalenderdag\nmed\u003C\u002Fp>\n\n\u003Cp>mânadslönen X 12\u003C\u002Fp>\n\n\u003Cp>_____________________\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>för varje kalenderdag som fränvaron omfattar.\u003C\u002Fp>\n\n\u003Cp>Arbetsfria dagar som inleder och\u002Feller avslutar ledighetsperiod\növerstigande 14 dagar räknas inte som fränvarodagar. Arbetsfria dagar\nräknas som fränvarodagar om rätt till sjukpenning enligt\nSocialförsäkringsbalken föreligger.\u003C\u002Fp>\n\n\u003Cp>Vid frânvaro hel kalendermânad görs avdrag med hela mânadslönen.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Fránvaroavdrag för arbetare med samordnad mânadslön\u003C\u002Fh3>\n\n\u003Cp>Beräkning av frânvaroavdrag, för arbetare med samordningsbar förmân,\nsker pâ sätt som anges i bilaga 5.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Tillagg for obekvam arbetstid och skiftarbete\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Obekvam arbetstid\u003C\u002Fh3>\n\n\u003Cp>Obekvam arbetstid ar ordinarie arbetstid forlagd sa att tillagg utges enligt\nbestammelserna i mom 2.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ob- och skifttillagg\u003C\u002Fh3>\n\n\u003Cp>Vid arbete, som forlaggs till foljande tider, utbetalas tillagg for obekvam\narbetstid (ob-tillagg\u002Fskifttillagg) med nedan angivna belopp per timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2023-10-01\u003C\u002Ftd>\n      \u003Ctd>2024-10-01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vardag mellan kl 17.30 och 6.30, såvida inte högre belopp ska utges\n        enligt nedan\u003C\u002Ftd>\n      \u003Ctd>38:50 kr\u003C\u002Ftd>\n      \u003Ctd>39:80 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lördag från kl 6.30 till måndag kl 6.30\u003C\u002Ftd>\n      \u003Ctd>48:80 kr\u003C\u002Ftd>\n      \u003Ctd>50:40 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dag före helgdag från kl 17.30 till kl 6.30 dag efter helgdag\u003C\u002Ftd>\n      \u003Ctd>48:80 kr\u003C\u002Ftd>\n      \u003Ctd>50:40 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Storhelgstid från kl 6.30 nyårsafton till kl 6.30 den 2 januari,\n        från kl 18.00 skärtorsdag till kl 6.30 dag efter annandag påsk,\n        från kl 6.30 midsommarafton till kl 6.30 dagen efter midsommardagen,\n        från kl 6.30 julafton till kl 6.30 dag efter annandag jul\u003C\u002Ftd>\n      \u003Ctd>97:60 kr\u003C\u002Ftd>\n      \u003Ctd>100:80 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmarkningar\u003C\u002Fp>\n\n\u003Cp>1.Tillagg for obekvam arbetstid och skiftarbete ar inte att betrakta som en\ndel av den fasta lonen.\u003C\u002Fp>\n\n\u003Cp>2.Tillagg for obekvam arbetstid och skifttillagg betalas inte samtidigt med\novertidsersattning eller restidsersattning.\u003C\u002Fp>\n\n\u003Cp>3.Tillagg for obekvam arbetstid och skiftarbete enligt ovan galler inte inom\nHandelsanstalldas forbunds organisationsomrade. I stallet galler tillagg for\nobekvam arbetstid enligt moment 3.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Tillägg för obekväm arbetstid inom handelsanställdas förbunds\norganisationsomráde\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Obekväm arbetstid är ordinarie arbetstid förlagd sä att tillägg utges\nenligt bestämmelserna nedan.\u003C\u002Fp>\n\n\u003Cp>Ob-tillägg\u003C\u002Fp>\n\n\u003Cp>Vid arbete, som förläggs till följande tider, utbetalas tillägg för\nobekväm arbetstid (ob-tillägg) med nedan angivna belopp per timme:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>a) Vardag mellan kl 18.15–20.00\u003C\u002Ftd>\n      \u003Ctd>50 % på timlön (M) 175\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vardag efter kl 20.00\u003C\u002Ftd>\n      \u003Ctd>70 % på timlön (M) 175\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Från kl 12.00 lördag samt\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>sön- och helgdag\u003C\u002Ftd>\n      \u003Ctd>100 % på timlön (M) 175\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Tillägg för obekväm arbetstid är inte att betrakta som en del av den\nfasta lönen.\u003C\u002Fp>\n\n\u003Cp>2.Tillägg för obekväm arbetstid betalas inte samtidigt med\növertidsersättning eller restidsersättning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 9 Restidsersattning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Restid\u003C\u002Fh3>\n\n\u003Cp>Med restid som medför râtt till ersâttning avses den tid under en\nbeordrad tjânsteresa, som âtgâr för sjâlva resan till\nbestâmmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid som faller inom klockslagen för den ordinarie dagliga arbetstiden\nsom gâller för arbetaren, râknas som arbetstid. Vid berâkning av restid\nmedtas dârför endast tjânsteresor utanför arbetarens ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid berâkning av restid ska endast fulla halvtimmar medtas. Om resa sker\nsâvâl före som efter den ordinarie arbetstiden viss dag ska de bâda\ntidsperioderna sammanrâknas.\u003C\u002Fp>\n\n\u003Cp>Om företaget bekostat sovplats pâ tâg eller bât under resan eller del av\ndenna, ska tiden kl 22.00-7.00 inte medrâknas.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Restidsersattning\u003C\u002Fh3>\n\n\u003Cp>Restidsersâttning per timme utges med:\u003C\u002Fp>\n\n\u003Cp>mânadslönen\u003C\u002Fp>\n\n\u003Cp>________________\u003C\u002Fp>\n\n\u003Cp>154\u003C\u002Fp>\n\n\u003Cp>Anmârkningar\u003C\u002Fp>\n\n\u003Cp>1.Restidsersâttningen inkluderar semesterlön.\u003C\u002Fp>\n\n\u003Cp>2.Vid tillâmpning av divisorn (154) ska en deltidsanstâlld arbetares\nmânadslön upprâknas till full mânadslön motsvarande arbetstiden för\nheltidsanstâlld.\u003C\u002Fp>\n\n\u003Cp>3.Restidsersâttning betalas inte samtidigt med övertids- eller ob-\ntillâgg. \u003C\u002Fp>\n\n\u003Ch2>§ 10 Permission och tjänstledighet\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Permission\u003C\u002Fh3>\n\n\u003Cp>Med permission avses ledighet med bibehâllen lon under hogst en dag. I\nsârskilda fall kan permission beviljas for fiera dagar.\u003C\u002Fp>\n\n\u003Cp>Arbetare som onskar erhâlla permission bor, om sâ ar mojligt, ansoka harom\ni god tid innan ledigheten ska borja. I ansokan ska arbetaren ange skalet och\nonskad tidsperiod for ledigheten.\u003C\u002Fp>\n\n\u003Cp>Permission beviljas i regel i följande fall:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Skäl\u003C\u002Ftd>\n      \u003Ctd>Tid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A Eget bröllop\u003C\u002Ftd>\n      \u003Ctd>Bröllopsdagen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B Nödvändiga bestyr i samband med nära anhörigs frånfälle\u003C\u002Ftd>\n      \u003Ctd>Max 1 dag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C Nära anhörigs begravning\u003C\u002Ftd>\n      \u003Ctd>Begravningsdagen jämte erforderlig restid, totalt högst 3 dagar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Urnnedsättning\u003C\u002Ftd>\n      \u003Ctd>Högst 1 dag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D Egen 50-årsdag\u003C\u002Ftd>\n      \u003Ctd>Födelsedagen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E Hastigt uppkommande sjukdomsfall som avser nära anhörig\u003C\u002Ftd>\n      \u003Ctd>Högst 1 arbetsdag per tillfälle och högst 4 arbetsdagar per\n      år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Med ”nära anhörig” förstäs make\u002Fmaka, registrerad partner, barn,\nbarnbarn, syskon, föräldrar, svärföräldrar samt mor- och farföräldrar.\nMed make\u002Fmaka jämställs person som arbetaren sammanlever med under\näktenskapsliknande förhällanden.\u003C\u002Fp>\n\n\u003Cp>Permission beviljas inte i den män arbetaren under aktuell tid är\nfränvarande av annan anledning (semester, tjänstledighet, sjukdom, fridagar,\nbortovarodagar som betalas av försäkringskassa eller annan\nförsäkringsinrättning). \u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med bibehâllen lön enligt detta moment avses oförändrad mänadslön.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tjänstledighet\u003C\u002Fh3>\n\n\u003Cp>Tjänstledighet är ledighet utan lön och andra anställningsförmäner.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet kan beviljas om sâ kan ske utan olägenhet för\nverksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Detta innebär inte inskränkning i de lagenliga rättigheter som tillkommer\narbetarna.\u003C\u002Fp>\n\n\u003Cp>Arbetare, som önskar erhâlla tjänstledighet, bör ansöka härom snarast\nmöjligt och normalt minst 14 dagar innan ledigheten ska börja. Ansökan, som\navser tjänstledighet med anledning av studieledighetslagen ska lämnas senast\n1 mânad innan ledigheten ska börja om ledigheten avses omfatta minst 1 âr. I\növriga fall minst 14 dagar i förväg. I ansökan ska arbetaren ange önskad\ntidsperiod för tjänstledigheten.\u003C\u002Fp>\n\n\u003Cp>Vid tjänstledighet görs löneavdrag enligt § 7 mom 5 respektive bilaga\n5.\u003C\u002Fp>\n\n\u003Ch2>§ 11 Semester\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Huvudregel\u003C\u002Fh3>\n\n\u003Cp>Semester utges enligt lag med nedan angivna tillägg och undantag. Med\nsemesterâr avses tiden frân och med 1 april ett är till och med den 31 mars\npäföljande är. Motsvarande tid närmast före är intjänandeär.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Semesterdagar\u003C\u002Fh3>\n\n\u003Cp>Med semesterdagar avses bäde betalda och obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Anstallning för begransad tid\u003C\u002Fh3>\n\n\u003Cp>Anstâllning för viss tid, viss sâsong eller visst arbete, som inte avser\neller varar lângre ân 3 manader berâttigar inte till semesterledighet utan\nenbart till semesterersâttning.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>Mom 4 Semesterlön, semesterersättning m m \u003C\u002Fh3>\n\n\u003Ch4>Mom 4:1 Semesterlöneberäkning\u003C\u002Fh4>\n\n\u003Cp>Semesterlönen utgörs av den aktuella mänadslönen och semestertillägg\nenligt nedan.\u003C\u002Fp>\n\n\u003Cp>Med mänadslön avses i detta sammanhang fast kontant mänadslön (i\nförekommande fall efter samordning) och eventuella fasta lönetillägg per\nmänad (t ex fasta skifttillägg eller liknande).\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad, se mom 4:4. Semestertillägg för\nvarje betald semesterdag utgör\u003C\u002Fp>\n\n\u003Cp>•0,85 % av arbetarens vid semestertillfället aktuella mänadslön.\u003C\u002Fp>\n\n\u003Cp>•0,53 % av summan av den rörliga lön\u002Flönedel som har utbetalats under\nintjänandeäret.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lön\u002Flönedel avses i detta sammanhang: premielön, ob-tillägg,\növertids-, beredskapsersättningar och liknande rörlig lön\u002Flönedel i den\nmän den inte inräknats i mänadslönen.\u003C\u002Fp>\n\n\u003Cp>Den genomsnittliga inkomsten per dag av premielön, ob-tillägg och liknande\nrörlig lön\u002Flönedel i den man den inte inräknats i mänadslönen,\nmultiplicerad med antalet semesterlönegrundande fränvarodagar (hel eller\ndelvis).\u003C\u002Fp>\n\n\u003Cp>Genomsnittlig inkomst per dag beräknas som under intjänandeäret utbetald\npremielön, ob-tillägg och liknande rörlig lön\u002Flönedel dividerad med antal\nanställningsdagar exklusive semesterledighetsdagar och semesterlönegrundande\nfränvarodagar (hela) under intjänandeäret.\u003C\u002Fp>\n\n\u003Cp>Om semesterlönen per dag inte uppgär till 1 456 kr fr o m 2023-10-01\nrespektive 1 504 kr fr o m 2024-10-01 betalas en extra semesterutfyllnad per\ndag motsvarande skillnaden mellan 1 456 kr respektive 1 504 kr och arbetarens\nsemesterlön per dag, beräknad pä den aktuella mänadslönen (i förekommande\nfall mänadslönen före samordning).\u003C\u002Fp>\n\n\u003Cp>Den extra semesterutfyllnaden ska inte samordnas enligt bestämmelserna i\nbilaga 5.\u003C\u002Fp>\n\n\u003Cp>För att kontrollera om semesterutfyllnad ska ske görs följande\nberäkning.\u003C\u002Fp>\n\n\u003Cp>4,6 + 0,85 = 5,45 % x aktuell mänadslön plus 0,53 % av summan av den\neventuella rörliga premie, enligt § 6, som har utbetalats under\nintjänandeäret (i förekommande fall aktuell mänadslön och premie före\nsamordning).\u003C\u002Fp>\n\n\u003Cp>Talet jämförs med 1 456 kr fr o m 2023-10-01 respektive 1 504 kr. För\ndeltidsanställd justeras krontal och kontrollberäkning med hänsyn till\nsysselsättningsgraden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med semesterar avses tiden fran den 1 april angivet ar till och med den 31\nmars aret därefter.\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2 Semesterersättning (i samband med anställningens upphörande)\u003C\u002Fh4>\n\n\u003Cp>Semesterersättning utgörs av intjänad semesterlön som inte utbetalats i\nsamband med semesterledighet beräknad som 4,6 % av den aktuella mánadslónen\nper semesterdag jamte semestertillagg beraknad enligt mom 4:1.\nSemesterersattning fór sparad semesterdag beraknas som om den sparade dagen\ntagits ut det semesterár anstallningen upphórde.\u003C\u002Fp>\n\n\u003Ch4>Mom 4:3 Avdrag vid obetald semester\u003C\u002Fh4>\n\n\u003Cp>Fór varje semesterdag utan semesterlón górs avdrag frán arbetstagarens\naktuella mánadslón med 4,6 % av mánadslónen.\u003C\u002Fp>\n\n\u003Ch4>Mom 4:4 Annan sysselsattningsgrad\u003C\u002Fh4>\n\n\u003Cp>Om arbetaren under intjanandeáret haft annan sysselsattningsgrad an vid\nsemestertillfallet ska den vid semestertillfallet aktuella mánadslónen\nproportioneras i fórhállande till arbetarens andel av full ordinarie\narbetstid under intjanandeáret.\u003C\u002Fp>\n\n\u003Cp>Har sysselsattningsgraden andrats under lópande kalendermánad ska vid\nberakningen anvandas den sysselsattningsgrad som har gallt under det\nóvervagande antalet kalenderdagar av mánaden.\u003C\u002Fp>\n\n\u003Ch4>Mom 4:5 Utbetalning av semesterlon\u003C\u002Fh4>\n\n\u003Cp>Semestertillagget om 0,85 % samt den ”extra semesterutfyllnaden”\nutbetalas vid det ordinarie loneutbetalningstillfallet under eller narmast\nefter semestern.\u003C\u002Fp>\n\n\u003Cp>Semestertillagget om 0,53 % utbetalas senast vid semesterarets slut.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>For betalda semesterdagar under huvudsemestern utbetalas semestertillagget\nom 0,85 % samt den ”extra semesterutfyllnaden” vid det ordinarie\navloningstillfallet i juni manad.\u003C\u002Fp>\n\n\u003Cp>For semesterdagar som sparats innan den 1 april 2025 utbetalas\nsemestertillagget i samband med utbetalning av semesterlon.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren under semesterâret erhâllit större semesterlön an vad som\nmotsvaras av intjanad semesterlön ager företaget göra avrakning mot\nordinarie lön samt semestertillagget för rörlig lön\u002Flönedel.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Sparande av semester\u003C\u002Fh3>\n\n\u003Cp>Foretaget och arbetaren ska komma overens om hur sparade semesterdagar ska\nlaggas ut saval vad betraffar semesteraret som forlaggningen under detta.\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska tas ut i den ordning de sparats.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som under ett semesterar har ratt till mer an 20 semesterdagar\nmed lon, far av overskjutande sadana dagar spara fem till ett senare\nsemesterar. Antalet sparade semesterdagar far sammanlagt inte overstiga 25.\u003C\u002Fp>\n\n\u003Ch4>Mom 5:1 Semesterlon vid sparad semester\u003C\u002Fh4>\n\n\u003Cp>Semesterlon for sparad semesterdag beraknas enligt mom 4:1. Vid berakningen\nav tillagget om 0,53 % ska dock galla att all fránvaro under intjanandearet\nska behandlas pá samma satt som semesterlonegrundande fránvaro. Semesterlonen\nfor sparad semesterdag ska vidare anpassas till arbetarens andel av full\nordinarie arbetstid under intjanandeár som foregick det semesterar dá dagen\nsparades.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Semester för nyanstallda\u003C\u002Fh3>\n\n\u003Cp>Om en nyanstâlld arbetares betalda semesterdagar inte tâcker tiden för\nföretagets huvudsemester kan företaget och arbetaren komma överens om\ntjânstledighet eller ledighet utan löneavdrag under erforderligt antal\ndagar.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om tjânstledighet eller ledighet utan löneavdrag ska vara\nskriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag görs, om anstâllningen upphör inom 5 âr\nfrân den dag anstâllningen böıjade, avdrag frân innestâende lön\noch\u002Feller semesterersâttning, enligt samma bestâmmelser som vid\ntjânstledighet men raknat pa den lon, som gallde under ledigheten. Avdrag ska\ninte goras om anstallningen upphort pa grund av\u003C\u002Fp>\n\n\u003Cp>1.arbetarens sjukdom\u003C\u002Fp>\n\n\u003Cp>2.forhallande som inte hanfor sig till arbetaren personligen\u003C\u002Fp>\n\n\u003Cp>3.overgang till annan anstallning pa den reguljara arbetsmarknaden.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Om arbetaren har erhallit flera betalda semesterdagar an som motsvarar\narbetarens intjananderatt och skriftlig overenskommelse inte har traffats\ngaller bestammelserna om forskotterad semesterlon i § 29 a semesterlagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 7 Semester for intermittent arbete\u003C\u002Fh3>\n\n\u003Cp>Om arbetstidsschemat innebar att arbetaren inte arbetar varje dag varje\nvecka (intermittent arbetande) galler foljande:\u003C\u002Fp>\n\n\u003Cp>Antalet bruttosemesterdagar vilka ska utlaggas under semesteraret ska\nproportioneras i forhallande till arbetarens andel av den ordinarie arbetstid\nsom galler for arbetare i motsvarande befattning med femdagarsvecka. Det antal\nsemesterdagar som da erhalls (nettosemesterdagar) ska forlaggas pa de dagar som\nannars skulle ha utgjort arbetsdagar for arbetaren.\u003C\u002Fp>\n\n\u003Cp>Om bade betalda semesterdagar (ordinarie semester och sparad semester) och\nobetalda semesterdagar ska laggas ut under semesteraret proportioneras de var\nfor sig enligt foljande:\u003C\u002Fp>\n\n\u003Cp>Antal arbetsdagar per vecka\u003C\u002Fp>\n\n\u003Cp>______________________________x antal bruttosemesterdagar som ska laggas\nut\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>5\u003C\u002Fp>\n\n\u003Cp>= antal semesterdagar som ska forlaggas till dagar som annars skulle ha\nutgjort arbetsdagar (nettosemesterdagar).\u003C\u002Fp>\n\n\u003Cp>Om det vid berakningen uppstar brutet tal sker avrundning uppat till\nnarmaste heltal. Med ”antalet arbetsdagar per vecka” avses det antal dagar\nsom, enligt for arbetaren gallande arbetstidsschema, ar arbetsdagar per helgfri\nvecka i genomsnitt per 4 veckor (eller annan period som omfattar hel\nforlaggningscykel).\u003C\u002Fp>\n\n\u003Cp>Om arbetaren enligt arbetstidsschemat ska arbeta saval hel dag som del av\ndag samma vecka ska den delvis arbetade dagen i detta sammanhang raknas som hel\ndag. Nar semester laggs ut for sadan arbetare konsumeras en hel semesterdag\naven for den dag arbetaren endast skulle ha arbetat del av dagen.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Arbetarens arbetstid är förlagd till i genomsnitt följande antal\n        arbetsdagar per vecka\u003C\u002Ftd>\n      \u003Ctd>Antal nettosemesterdagar (vid 25 dagars bruttosemester)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4,0\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,0\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,0\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetarens arbetstidsschema ändras sä att ”antalet arbetsdagar per\nvecka” förändras ska antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Beräkning av semestertillägg, semesterersättning respektive löneavdrag\n(vid obetald semester) ska ske med utgängspunkt frän antalet\nbruttosemesterdagar.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Ledighet och ersättning vid sjukdom, arbetsskada, läkar- och\nsjukvard m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Ledighet utan löneavdrag\u003C\u002Fh3>\n\n\u003Cp>Läkar-, tandläkar- eller sjukhusbesök ska i första hand ske utanför\narbetstid. Om detta inte är möjligt, fär arbetare vid akut sjukdom,\nolycksfall eller vid akuta tandbesvär besöka läkare, sjukhus eller\ntandläkare utan att löneavdrag görs.\u003C\u002Fp>\n\n\u003Cp>Detsamma gäller vid efterbehandlingar, röntgen, skärmbildsundersökning,\nmammografi- eller cellprovsundersökning samt PSA-provtagning. Besöket ska\nkunna styrkas.\u003C\u002Fp>\n\n\u003Cp>Vid sjukskrivning tillämpas i stället sjuklönereglerna.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ledighet utan löneavdrag vid olycksfall eller arbetsskada m m\u003C\u002Fh3>\n\n\u003Cp>Löneavdrag görs inte vid lâkar-\u002Ftandlâkarbesök för arbetsskada eller\nbefarad sâdan samt vid yrkesmedicinsk undersökning efter kallelse.\u003C\u002Fp>\n\n\u003Cp>Detta gâller âven olycksfall som intrâffar under fârd till eller frân\narbetsplatsen. Om lâkare föreskriver âterbesök görs heller inte avdrag\nför detta.\u003C\u002Fp>\n\n\u003Cp>Vid sjukskrivning tillâmpas i stâllet sjuklönereglerna.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Ersättning för kostnader\u003C\u002Fh3>\n\n\u003Cp>Ersättning vid sjukdom, arbetsskada, läkar- eller sjukhusvârd m m utges\nenligt lag.\u003C\u002Fp>\n\n\u003Cp>Vid olycksfall eller arbetsskada enligt mom 2 ovan, ersätter arbetsgivaren\nstyrkta resekostnader som inte ersätts av Försäkringskassan eller annan\nförsäkringsinrättning och ersättning för styrkta kostnader för\nläkarvärd med belopp motsvarande av respektive landsting fastställd\nläkarvärdstaxa, dock högst upp till gällande högkostnadsskydd.\u003C\u002Fp>\n\n\u003Cp>Ersättning utges av företaget endast i de fall ersättning för\nkostnaderna inte utges i TFA eller nâgon annan motsvarande försäkring.\nFöretaget stâr inte för den mellanskillnad som kan uppstä vid arbetares\nfärdolycksfall med icke trafikpliktigt fordon.\u003C\u002Fp>\n\n\u003Ch2>§ 13 Arbetsmiljö\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>A.Arbetsgivaren ansvarar enligt lag och detta avtal för en säker och\ntillfredsställande arbetsmiljö. Det innebär bl.a. att arbetsgivaren ska\norganisera och planera arbetet sä att arbetstagaren inte utsätts för fysisk\neller psykisk belastning som kan medföra ohälsa eller olycksfall.\u003C\u002Fp>\n\n\u003Cp>B.Anser en facklig förtroendevald eller lokal facklig organisation att\narbetsgivaren inte fullgjort sina skyldigheter enligt punkt A ska skriftlig\nanmälan omedelbart göras till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>C.Arbetsgivaren ska snarast möjligt överlägga med den fackliga\norganisationen om vilka ätgärder som ska vidtas. I normalfallet ska\növerläggningen päkallas snarast men senast inom fem och genomföras inom tio\ndagar. Kan enighet inte uppnäs vid denna överläggning kan skyddsombud vända\nsig till Arbetsmiljöverkets för slutligt avgörande av frägan.\u003C\u002Fp>\n\n\u003Cp>D.Underlätenhet att fullgöra skyldigheterna enligt punkt C samt\nArbetsmiljöverkets slutliga avgörande utgör kollektivavtalsbrott. Om en\narbetsgivare har drabbats av straff eller annan päföljd enligt\narbetsmiljölagen pä grund av sädan underlätenhet ska allmänt skadeständ\ndock inte utgä.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Skyddsutrustning och arbetsklader m m\u003C\u002Fh3>\n\n\u003Cp>Foretaget tillhandahaller den personliga skyddsutrustning som foreskrivs i\naktuella arbetarskyddsbestammelser. Dessutom tillhandahalls erforderliga och\nlampliga arbetsklader, vilka ska utlamnas med nyttjanderatt under arbetstid.\u003C\u002Fp>\n\n\u003Cp>Tvatt och erforderlig efterbehandling ombesorjs och bekostas av\nforetaget.\u003C\u002Fp>\n\n\u003Ch2>§ 14 Omflyttning och omplacering\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Reglema i denna paragraf gäller om de lokala partema inte enas om annat.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Definitioner\u003C\u002Fh3>\n\n\u003Cp>Med omflyttning avses tillfâllig overgâng till annan arbetsuppgift\nAvsikten âr att arbetaren efter kortare tid ska âtergâ till sin tidigare\narbetsuppgift.\u003C\u002Fp>\n\n\u003Cp>Med omplacering avses varaktig overgâng till annan arbetsuppgift. Avsikten\nâr att arbetaren ska bibehâlla den nya arbetsuppgiften.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Betalningsregler vid omflyttning\u003C\u002Fh3>\n\n\u003Cp>Vid omflyttning till arbetsuppgift placerad i hogre loneniva betalas den for\nden ”nya” arbetsuppgiften gallande lonen fran och med narmast efterfoljande\nkalendermanad. Vid atergang till ordinarie arbetsuppgift betalas ordinarie lon\nfran nastkommande kalendermanad. Loneforandringar far inte goras for kortare\ntid an en manad.\u003C\u002Fp>\n\n\u003Cp>Vid omflyttning till arbetsuppgift placerad i lagre loneniva betalas\noforandrad lon under tva kalendermanader efter omflyttningen.\u003C\u002Fp>\n\n\u003Cp>Da en omflyttning till arbetsuppgift placerad i lagre loneniva varat tva\nkalendermanader ska overlaggning upptas om eventuell omplacering (varaktig\novergang enligt mom 4 nedan).\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Betalningsregler vid omplacering\u003C\u002Fh3>\n\n\u003Cp>Vid omplacering till arbetsuppgift placerad i högre löneniva betalas den\nfor den nya arbetsuppgiften gällande lönen fran och med närmast\nefterfoljande kalendermanad.\u003C\u002Fp>\n\n\u003Cp>Vid omplacering till arbetsuppgift inplacerad i lägre löneniva bibehalls,\nom arbetaren varit anställd minst ett ar, den tidigare utbetalda lönen som\npersonlig lön. Fram till dess lönen anpassats till den nya arbetsuppgiftens\nlöneniva betalas endast överenskomna generella lönehöjningar, dock lägst\n60 % av lönehöjningen i den nya lönenivan som arbetaren är inplacerad i\nefter omplaceringen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Reglerna i mom 4 gäller även för arbetare vilka omplaceras fran\nverksamhet, som omfattas av annat kollektivavtal inom Samhall AB.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Förändringar av organisation och Produktion\u003C\u002Fh3>\n\n\u003Cp>Vidtas förändringar beträffande organisation eller produktion som\npâverkar inplacering i lönenivä, gäller reglerna i mom 4.\u003C\u002Fp>\n\n\u003Ch2>§ 15 Beredskapstjanst och beredskapsersattning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Begreppet beredskapstjanst\u003C\u002Fh3>\n\n\u003Cp>Med beredskapstjanst avses tid da arbetaren inte har arbetsskyldighet men\nalaggs att vara antraffbar for att inom foreskriven tid efter varsel infinna\nsig pa arbetsstallet.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Beredskapsersattning\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Beredskapstjänst ersätts per beredskapstimme med\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>______________\u003C\u002Fp>\n\n        \u003Cp>1400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Dock gäller följande.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">A. Fredag–söndag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) Från fredag kl 18.00 till lördag kl 7.00\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>______________\u003C\u002Fp>\n\n        \u003Cp>1000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Från lördag kl 7.00 till måndag kl 7.00\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>______________\u003C\u002Fp>\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">B. Vid helger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) Från kl 18.00 dagen före till kl 7.00 trettondagen, första maj,\n        Kristi Himmelfärdsdag, Nationaldagen och Alla Helgons dag\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>______________\u003C\u002Fp>\n\n        \u003Cp>1000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Från kl 7.00 trettondagen, första maj, Kristi Himmelsfärdsdag,\n        Nationaldagen och Alla Helgons dag till kl 7.00 första vardagen efter\n        respektive helg\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>______________\u003C\u002Fp>\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Från kl 18.00 på skärtorsdagen samt från kl 7.00 på\n        midsommar-, jul- och nyårsafton till kl 7.00 första vardagen efter\n        respektive helg\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>______________\u003C\u002Fp>\n\n        \u003Cp>350\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Minsta tid för övertidsberäkning\u003C\u002Fh3>\n\n\u003Cp>Vid pâkallad inställelse i arbete betalas övertidsersättning för den\narbetade tiden dock minst 3 timmar. Ersättning för resekostnad i anslutning\ntill sâdan inställelse betalas ocksâ.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Ovriga bestammelser\u003C\u002Fh3>\n\n\u003Cp>Beredskapstjanst ska fordelas sa att den inte oskaligt belastar en enskild\narbetare.\u003C\u002Fp>\n\n\u003Cp>Schema for beredskapstjanst bor upprattas i god tid efter overenskommelse\nmellan de lokala parterna.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Beredskapsarbete bör användas endast dâ sâ är absolut nödvändigt och\nendast beträffande arbetare för vilka det inte är olämpligt ur medicinsk\nsynpunkt.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Veckovila efter fullgjord beredskapstjanst\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare ska enligt § 4 mom 4:5 beredas minst 36 timmars\nsammanhângande ledighet (veckovila) under varje period om sju dagar. Följande\navvikelser kan göras frân denna huvudregel.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren vid beredskapstjânstgöring inte erhâller erforderlig\nveckovila enligt § 4 mom 4:5 ska ledighet, utan löneavdrag, beredas pâ en\nordinarie arbetsdag i anslutning till fullgjord beredskapstjânstgöring eller\nannars om möjligt i anslutning till nâstkommande veckoslut sâ att minst 72\ntimmars sammanhângande ledighet erhâlls.\u003C\u002Fp>\n\n\u003Ch2>§ 16 Övergäng till annan arbetsgivare\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Övergäng\u003C\u002Fh3>\n\n\u003Cp>Anställning i Samhall AB är en utvecklingsinsats som syftar till\növergäng till anställning hos annan arbetsgivare. Arbetare som erbjuds annat\narbete förutsätts därför ta anställning hos annan arbetsgivare.\nArbetsuppgifterna hos den andre arbetsgivaren ska vara anpassade till\nindividens förutsättningar.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren inte redan utför arbete hos den andre arbetsgivaren har\narbetaren rätt att under en mänad praktisera hos den andre arbetsgivaren\ninnan beslut om övergäng fattas.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om Samhall AB avser att verkställa en övergäng mot arbetarens vilja ska\nbeslutet föregäs av förhandling med den lokala arbetstagarparten.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ateranstallning\u003C\u002Fh3>\n\n\u003Cp>Arbetare, som overgar till annan anstallning hos annan arbetsgivare pa den\nreguljara arbetsmarknaden, har ratt till ateranstallning inom 12 manader efter\ndet overgang skett. Ateranstallning kan ske en manad efter det att arbetaren\nmeddelat onskemal att aterga.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren pa grund av misskotsamhet har sagts upp eller avskedats av den\nandre arbetsgivaren i enlighet med LAS kan Samhall AB begara forhandling om\nratten till ateranstallning.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren vid ateranstallning inplaceras i lagre loneniva an den som\ngallde vid tidpunkten for overgangen tillampas § 14 mom 4, Betalningsregler\nvid omplacering.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Vid avknoppning av verksamhet frän Samhall AB kan frägan om\näteranställning diskuteras i det enskilda fallet trots att mer än 12\nmänader passerat frän övergängen.\u003C\u002Fp>\n\n\u003Ch2>§ 17 Anstallningens upphorande\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Uppsagning och uppsagningstid\u003C\u002Fh3>\n\n\u003Cp>For arbetare, som inte omfattas av lagen om anstallningsskydd (LAS) galler\nfoljande:\u003C\u002Fp>\n\n\u003Cp>For anstallningen galler en omsesidig uppsagningstid av en manad.\u003C\u002Fp>\n\n\u003Cp>Uppsagning ska ske skriftligt. Dag da uppsagningen delgivits inraknas inte i\nuppsagningstiden.\u003C\u002Fp>\n\n\u003Cp>Uppsagningsbeskedet ska lamnas till arbetstagaren personligen. Ar det inte\nskaligt att krava detta, far beskedet i stallet sandas i rekommenderat brev\ntill arbetstagarens senast kanda adress.\u003C\u002Fp>\n\n\u003Cp>Uppsagning anses ske nar arbetstagaren far del av uppsagningen. Om\narbetstagaren inte kan antraffas och ett uppsagningsbesked har sants i brev\nenligt foregaende stycke, anses uppsagningen ha skett tio dagar efter det att\nbrevet lamnades till posten for befordran. Har arbetstagaren semester, anses\nuppsagningen ha skett tidigast dagen efter den da semestern upphorde.\u003C\u002Fp>\n\n\u003Cp>Foretaget kan medge, att arbetare efter overenskommelse lamnar sin\nanstallning utan iakttagande av uppsagningstid.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Uppsagning p g a personliga forhallanden eller avsked\u003C\u002Fh3>\n\n\u003Cp>Vid uppsagning pa grund av arbetarens personliga forhallanden eller\navskedande ska, oaktat vad som sags ovan, reglerna i LAS § 30 iakttas.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Avgâng med pension\u003C\u002Fh3>\n\n\u003Cp>Arbetare ar skyldig att avgâ frân och med sista dagen i den mânad som hen\nfyller 66 âr eller dessförinnan erhâller âlderspension enligt\nsocialförsakringsbalken eller dâ arbetare erhâller hel sjukersattning och\nbedöms att inte kunna utföra nâgot arbete.\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>Arbetaren har möjlighet att ansöka om deltidspension i enlighet med bilaga\n4.\u003C\u002Fp>\n\n\u003Cp>Denna avgängsskyldighet innebär att den ömsesidiga uppsägningstiden,\nenligt mom 1 ovan, inte är tillämplig.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Preskriptionsregler\u003C\u002Fh3>\n\n\u003Cp>Preskriptionsbestämmelserna regleras i förhandlingsordningen i\nhuvudavtalet mellan SAF och LO samt i LAS §§ 40-42. Preskriptionsreglerna i\nLAS gäller även för arbetare som enligt 1 § punkt 4 i LAS är undantagna\nfrän lagen.\u003C\u002Fp>\n\n\u003Ch2>§ 18 Giltighetstid\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>Detta avtal gäller fr o m den 1 oktober 2023 t o m den 30 September 2025.\nDärefter löper avtalet tillsvidare med sju dagars ömsesidig\nuppsägningstid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Ch2>Särskilda bestämmelser för direktanställda arbetare anställda inom\nSamhalls verksamhetsomräde\u003C\u002Fh2>\n\n\u003Ch3>§ 1 TiMâmpningsomràde\u003C\u002Fh3>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Dessa särskilda bestämmelser äger tillämpning pä direktanställda\narbetare inom berörda LO-förbunds organisationsomräde anställda vid\nföretag anslutna till Fremia och anställda av Samhall AB.\u003C\u002Fp>\n\n\u003Ch3>§ 2 Bestämmelsernas omfattning\u003C\u002Fh3>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cp>För direktanställda arbetare ska avtalsbestämmelserna i branschavtalet\näga tillämpning med följande ändringar och tillägg.\u003C\u002Fp>\n\n\u003Ch3>§ 2 Anställning\u003C\u002Fh3>\n\n\u003Cp>Tillförs:\u003C\u002Fp>\n\n\u003Ch4>Mom 5 Anställning för begränsad tid\u003C\u002Fh4>\n\n\u003Cp>När särskilda omständigheter föreligger kan lokal överenskommelse\nträffas om anställning för viss tid. Sâdan anställning fär inte\növerstiga sex mânader eller den längre tid som de lokala parterna kommer\növerens om.\u003C\u002Fp>\n\n\u003Cp>Avtal kan vidare träffas om anställning för viss tid vid\u003C\u002Fp>\n\n\u003Cp>•vikariat\u003C\u002Fp>\n\n\u003Cp>•tillfällig arbetsanhopning\u003C\u002Fp>\n\n\u003Cp>Om företaget anställer för vikariat eller tillfällig arbetsanhopning\nbör underrättelse dessförinnan lämnas till berörd lokal\narbetstagarorganisation vid företaget om detta är praktiskt möjligt.\nUnderrättelse ska lämnas inom en vecka efter det att anställningsavtal har\nträffats.\u003C\u002Fp>\n\n\u003Ch4>Mom 6 Intyg om tjänstbarhet\u003C\u002Fh4>\n\n\u003Cp>Om foretaget sa begar ar arbetaren skyldig att lamna av lakare utfardat\nintyg om tjanstbarhet. Kostnaden for sadant intyg ersatts av foretaget.\u003C\u002Fp>\n\n\u003Ch3>§ 11 Semester\u003C\u002Fh3>\n\n\u003Ch4>Mom 1 Ersatts med:\u003C\u002Fh4>\n\n\u003Cp>Semester utges enligt lag med nedan angivna tillagg och undantag.\u003C\u002Fp>\n\n\u003Cp>For direktanstalld arbetare utgar semesterledighet under intjanandearet som\nsammanfaller med semesteraret, vilket ar lopande kalenderar.\u003C\u002Fp>\n\n\u003Ch4>Mom 4:4 Tillförs:\u003C\u002Fh4>\n\n\u003Cp>Nar semesterar och intjanandear sammanfaller ska denna bestammelse tillampas\nsa att det alltid ar den vid semestertillfallet aktuella manadslonen som avses\ni § 11 mom 4:1.\u003C\u002Fp>\n\n\u003Ch4>Mom 4:5 Tillfors:\u003C\u002Fh4>\n\n\u003Cp>Vid sammanfallande semester- och intjanandear kan arbetsgivaren utbetala s k\nresterande semesterlon avseende rorlig lon\u002Flonedel vid forsta ordinarie\nloneutbetalningstillfalle dar ordinarie lonerutin kan tillampas omedelbart\nefter semesterarets utgang.\u003C\u002Fp>\n\n\u003Ch4>Mom 6 3:e stycket punkt 3\u003C\u002Fh4>\n\n\u003Cp>Galler inte.\u003C\u002Fp>\n\n\u003Ch3>§ 17 Anstallningens upphorande\u003C\u002Fh3>\n\n\u003Cp>For direktanstalld arbetare galler lagen om anstallningsskydd (LAS).\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch2>Flextidsavtal för arbetare vid Samhall\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>1.Omfattning\u003C\u002Fh3>\n\n\u003Cp>I princip ska möjligheten att tillämpa flexibel arbetstid kunna omfatta\nalla arbetare. Undantag frän och inskränkningar i möjligheten att utnyttja\nflexibel arbetstid kan, pä grund av arbetsuppgifternas art, göras för\nenskilda eller grupper av arbetstagare.\u003C\u002Fp>\n\n\u003Cp>En förutsättning för tillämpning av detta avtal är att lokal\növerenskommelse träffas.\u003C\u002Fp>\n\n\u003Ch3>2.Syfte\u003C\u002Fh3>\n\n\u003Cp>Flexibel arbetstid innebär att den anställde, med hänsyn till\narbetssituationen inom det egna ansvarsomrädet, chefer och arbetskamrater, kan\nförlägga sin arbetstid inom överenskomna ramar.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen syftar till en ökad flexibilitet till nytta för säväl\nföretaget som den anställde.\u003C\u002Fp>\n\n\u003Cp>Arbetssituation och servicegrad fär inte försämras pä grund av den\nflexibla arbetstiden. Detta innebär att flextid utgör en möjlighet till\nindividuell förläggning av arbetstiden inom ramarna, endast dä\narbetsförhällandena medger.\u003C\u002Fp>\n\n\u003Ch3>3.Flextidsmodell - exempel\u003C\u002Fh3>\n\n\u003Cp>Ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>Lunch 30 minuter\u003C\u002Fp>\n\n\u003Cp>+60 -60±30-60_ -60+60\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>(-60)\u003C\u002Fp>\n\n\u003Cp>Ovanstäende exempel används som modell till den följande texten.\u003C\u002Fp>\n\n\u003Cp>Utrymme finns för andra modeller än den här beskrivna sä länge de\nfaller inom nedan beskrivna ramar för flextidens tillämpning.\u003C\u002Fp>\n\n\u003Ch3>4.Fast tid\u003C\u002Fh3>\n\n\u003Cp>Under den fasta tiden (skuggad i exempel under punkt 3) ska de anstâllda\nvara pâ sina arbetsplatser. Undantag utgör de som har tjânsteârende eller\nannat giltigt skâl för frânvaro.\u003C\u002Fp>\n\n\u003Ch3>5.Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>För att kunna beräkna tid, t ex vid fränvaro fastställs före ärets\nslut ordinarie arbetstid och dess förläggning för kommande kalenderär.\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid för deltidsanställningar mäste ocksä avtalas.\u003C\u002Fp>\n\n\u003Ch3>6.Flexibel arbetstid\u003C\u002Fh3>\n\n\u003Cp>Den tid som i ovanstäende exempel pä flextidsmodell betecknats med + eller\n- är flextid. Inom flextidsramen kan den anställde själv med hänsyn taget\ntill arbetsuppgifter och arbetskamrater välja början och slut pä sin\narbetstid respektive slut pä sitt lunchuppehäll.\u003C\u002Fp>\n\n\u003Cp>Uttag av flextid inom fast tid kan endast ske för del av dag och efter\növerenskommelse med chef.\u003C\u002Fp>\n\n\u003Ch3>7.Flextidsbank\u003C\u002Fh3>\n\n\u003Cp>Den plus- eller minustid som uppkommer i förhâllande till ordinarie\narbetstid registreras i en flextidsbank.\u003C\u002Fp>\n\n\u003Cp>Flextidsbanken fâr inte överstiga 15 timmar plus- eller 10 timmar\nminustid.\u003C\u002Fp>\n\n\u003Cp>Avstâmning görs mânadsvis. Reglering enligt följande stycke görs först\nom överskridandet kvarstâr vid nâstkommande mânadsavstâmning.\u003C\u002Fp>\n\n\u003Cp>Överskjutande tid utöver 15 timmar plustid bortfaller. Tid som överstiger\n10 timmar minustid dras som tjânstledighet.\u003C\u002Fp>\n\n\u003Cp>Overenskommelse om att tillfalligt overskrida saldogranserna kan goras med\nansvarig chef om sarskilda skal finns.\u003C\u002Fp>\n\n\u003Ch3>8.Overtid\u003C\u002Fh3>\n\n\u003Cp>Arbete pa annan tid an den for heltidsanstallda arbetare faststallda\nordinarie arbetstidens forlaggning, och som ar beordrad, betraktas som\novertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Som overtid betraktas inte tid som tas i ansprak genom andrad forlaggning\neller forskjutning av den ordinarie arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Den deltidsanstallde har dock ratt att i stallet fora den del av\nmerarbetstiden som ligger inom flextidsramarna till sin flextidsbank.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Beordrar arbetsgivaren overtid raknas overtid fran och med tidpunkten for\nordinarie arbetstidens slut. Motsvarande galler om overtiden forlaggs fore\nordinarie arbetstidens borjan.\u003C\u002Fp>\n\n\u003Ch3>9.Franvaro och tjanstearende\u003C\u002Fh3>\n\n\u003Cp>Franvaro hel dag raknas med utgangspunkt fran den faststallda ordinarie\narbetstiden och flextidsbanken paverkas ej.\u003C\u002Fp>\n\n\u003Cp>Vid franvaro del av dag raknas tid som infaller inom den ordinarie\narbetstiden som franvaro.\u003C\u002Fp>\n\n\u003Cp>Beviljad tjanstledighet forlaggs i princip till overenskommen ordinarie\narbetstid, men kan om den anstallde sa onskar, forlaggas enbart till den fasta\ntiden varvid aterstaende tid i forhallande till ordinarie arbetstid tas fran\nflextidsbanken.\u003C\u002Fp>\n\n\u003Ch3>10.Deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>For den del av arbetstiden som faller inom flextidsramarna galler samma\nregler som for heltidsanstallda. Da arbetets borjan eller slut infaller under\nfast tid kan flextidsramarna for den deltidsanstallde vara plus minus 30\nminuter. Andra overenskommelser kan goras i enskilda fall.\u003C\u002Fp>\n\n\u003Cp>Flextidsbankens saldoramar kan för deltidsanstâlld justeras proportionellt\ni förhâllande till den totala arbetstidens lângd jâmfört med motsvarande\nheltid.\u003C\u002Fp>\n\n\u003Ch3>11.Delade tjanster\u003C\u002Fh3>\n\n\u003Cp>Om tvâ anstâllda delar pâ en heltidstjânst eller om tvâ anstâllda pâ\nannat sâtt arbetar sâ att byte sker vid visst klockslag under dagen kan\nflexibel arbetstid i denna delen av arbetspasset endast tillâmpas efter\ninbördes överenskommelse.\u003C\u002Fp>\n\n\u003Ch3>12.Inbyggd verksamhet\u003C\u002Fh3>\n\n\u003Cp>Den del av personalen som arbetar i s k inbyggd verksamhet placerade i andra\nföretag ska följa det aktuella företagets arbetstidsregler.\u003C\u002Fp>\n\n\u003Ch3>13.Missbruk\u003C\u002Fh3>\n\n\u003Cp>Anstâlld som missbrukar systemet med flextid kan frântas râtten att\ntillâmpa flexibel arbetstid.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>Avtal om arbetsmiljö och företagshälsovärd\u003C\u002Fh2>\n\n\u003Cp>Parterna är ense att samverka om utvecklingen av god arbetsmiljö och en\nväl fungerande företagshälsovärd till gagn för bâde företag och\nanställda. Detta förutsätter bland annat att samverkan i berörda led\ngenomföres innan beslut fattas.\u003C\u002Fp>\n\n\u003Cp>Samverkan och lokala överenskommelser inskränker inte arbetsgivarens\nansvar enligt arbetsmiljölagen.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljölagen jämte tillhörande föreskrifter är viktiga grundelement\ni arbetet.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöverket och Arbetsmiljöinspektionen utövar tillsyn enligt\narbetsmiljölagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 1 Samverkan\u003C\u002Fh3>\n\n\u003Cp>De lokala parternas samverkan är förutsättningen för att\narbetsmiljöarbetet ska bli bra och effektivt. Samverkan sker i skyddskommitte\neller motsvarande.\u003C\u002Fp>\n\n\u003Cp>Formerna för samverkan ska avtalas i respektive bolag.\u003C\u002Fp>\n\n\u003Cp>Samverkan sker beträffande handlingsplaner om systematiskt\narbetsmiljöarbete, arbetsmiljöutbildning, företagshälsovärd,\nrehabilitering, organisatoriska eller tekniska förändringar etc.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>§ 2 Arbetsmiljöutbildning\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Arbetsmiljölagen förutsätter att arbetsgivarna och arbetstagarna\ngemensamt svarar för att skyddsombuden, chefer eller andra befattningshavare\nsom har arbetsuppgifter som päverkar arbetsmiljön fär erforderlig\nutbildning.\u003C\u002Fp>\n\n\u003Cp>Med erforderlig utbildning avses grund- och vidareutbildning. Som\ngrundutbildning kan ”Bättre arbetsmiljö” (BAM, för närvarande\nomfattande fem dagar) ett av partema gemensamt framtaget\ngrundutbildningsmaterial användas.\u003C\u002Fp>\n\n\u003Cp>Skyddskommittén eller motsvarande ska ocksâ tillse att nyvalda skyddsombud\nfâr sin grundutbildning sâ snart som möjligt dock senast sex mânader efter\natt de valts.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt att samtliga chefer har grundläggande\narbetsmiljöutbildning. För utbildningskostnader svarar arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Alla anställda ska ha kunskap i arbetsmiljöfrâgor i förhâllande till\nsina arbetsuppgifter och individuella förutsättningar. Formen för detta och\nomfattningen bestäms lokalt varvid ett riktmärke kan vara en dags\nutbildning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 3 Företagshälsovärd\u003C\u002Fh3>\n\n\u003Cp>Parterna är ense om att en kvalificerad företagshälsovârd är en\nbetydelsefull resurs för företag och anställda.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska se till att det finns avtal om företagshälsovärd som\nomfattar alla anställda. Vid upphandling av företagshälsovârd ska frâgan\ndiskuteras i den centrala arbetsmiljôkommittén.\u003C\u002Fp>\n\n\u003Cp>De pâ Samhall AB fastställda minimikraven för företagshälsovärden\nföljs upp ârligen och anpassas lokalt i skyddskommittén eller\nmotsvarande.\u003C\u002Fp>\n\n\u003Ch3>§ 4 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Se § 15 Förhandlingsordning i Utvecklingsavtal Samhall.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch2>Kollektivavtalad deltid i pensioneringssyfte\u003C\u002Fh2>\n\n\u003Ch3>Deltid i pensioneringssyfte (deltidspension)\u003C\u002Fh3>\n\n\u003Cp>Arbetare kan ansöka om rätt till deltidspension frân och med den mânad\narbetaren fyller 60 âr. Om deltidspension beviljas är anställningen frân\ndet att deltidspensionen börjar gälla, en deltidstjänst med den\nsysselsättningsgrad som följer av deltidspensionen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension, till exempel skatteregler avseende uttag\nav pensionsförsäkring.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Ansökan om underrättelse\u003C\u002Fh3>\n\n\u003Cp>Arbetaren ska hos arbetsgivaren skriftligt ansöka om deltidspension sex\nkalendermânader före det att deltidspensioneringen ska börja gälla. Av\nansökan ska tydligt framgâ vilken sysselsättningsgrad som avses.\u003C\u002Fp>\n\n\u003Cp>Samtidigt som ansökan lämnas till arbetsgivaren ska arbetstagaren\nunderrätta lokal facklig organisation (avdelning, klubb, region eller\nsektion). Senast tvâ mânader frân det att arbetsgivaren mottagit ansökan\nska arbetsgivaren skriftligen till arbetaren och lokal facklig organisation\nmeddela svar om ansökan beviljats eller inte, för de fall inte uppskov\növerenskommits med arbetaren. Att inte svara i rätt tid utgör ett brott\nmoten ordningsföreskrift och har därmed inte innebörden att ansökan ska\nanses beviljad. För de fall ansökan inte senare beviljas ska arbetsgivaren i\nförekommande fall betala 2 000 kronor för âsidosättandet av\nordningsföreskriften till den berörda arbetaren.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan avslâ ansökan om deltidspensionen om ett beviljande vid\nen objektiv bedömning skulle medföra en beaktansvärd störning i\nverksamheten.\u003C\u002Fp>\n\n\u003Ch3>Forhandling och tvist\u003C\u002Fh3>\n\n\u003Cp>Om ansokan om deltidspension har avslagits och arbetaren vill fa ansokan\nprovad i forhandlingsordningen ska arbetaren underratta lokal facklig\norganisation som har att begara lokal forhandling. Tvisten ska da anses galla\ndeltidspension med sysselsattningsgraden 50 procent och ska behandlas enligt\nfoljande.\u003C\u002Fp>\n\n\u003Cp>Fragan om deltidspension ska beviljas kan behandlas i lokal forhandling och\ndarefter, om fragan inte losts, slutligt i central forhandling.\u003C\u002Fp>\n\n\u003Cp>Om parterna varken i lokal eller central forhandling kan komma overens i\nfragan om deltidspension enligt avtal kan beviljas utan beaktansvard storning i\nverksamheten, ska lokal facklig organisation om arbetaren vill driva saken\nvidare, begara lokal forhandling om skyldighet for arbetsgivaren att betala\nskadestand for felaktig avtalstillampning.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5\u003C\u002Fh2>\n\n\u003Ch2>Samordningsbestämmelser\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Frän utgäende avlöningsförmäner ska avdrag göras för\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>•ersättning, som arbetaren erhäller med anledning av olycksfall, väld,\nmisshandel, sjukdom eller dylikt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•älderspension, sjukersättning och aktivitetsersättning samt utgäende\npensionstillägg till dessa förmäner, som arbetaren erhäller enligt\nSocialförsäkringsbalken, och\u003C\u002Fp>\n\n\u003Cp>•sjukpension pä grund av allmän eller privat anställning.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>2003-01-01 ersattes begreppen förtidspension och sjukbidrag med\nsjukersättning och aktivitetsersättning. Pensionstillskott enligt lagen om\npensionstillskott heter numera pensionstillägg.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>Avdrag ska inte göras dâ\u003C\u002Fp>\n\n\u003Cp>•ersâttning utges i form av âlderspension enligt Avtalspension SAF- LO,\neller\u003C\u002Fp>\n\n\u003Cp>•ersâttning utges pâ grund av frivillig försâkring, som bekostas av\narbetaren, eller\u003C\u002Fp>\n\n\u003Cp>•ersâttning utges i form av livrânta, eller\u003C\u002Fp>\n\n\u003Cp>•ersâttning avser att tâcka kostnaden för sârskild vârd,\nlâkarundersökning, sakskada, sveda och vârk, protes eller andra sâdana\nsârskilda hjâlpmedel, som anges i 12 § lagen om yrkesskadeförsâkring eller\nSocialförsâkringsbalken 39-40 kap. eller frân ansvarsförsâkring.\u003C\u002Fp>\n\n\u003Cp>•Försâkringskassan har beslutat att den försâkrade fâr\nförvârvsarbeta utan att utbetalning av sjukersâttningen eller\naktivitetsersâttning minskas med hânsyn till förvârvsarbete, eller att\nsamma ersâttning minskas med viss del av reduceringsinkomsten\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>Utges sjukersâttning eller aktivitetsersâttnmg enligt\nsocialförsâkringsbalken eller sjukpension pâ grund av allmân eller privat\nanstâllning efter lâgre arbetsförmâga ân 100 %, ska för kalendermânad\navdrag inte ske för arbetstid, som motsvarar arbetarens restarbetsförmâga,\nutan endast för sâdan arbetstid hârutöver, som motsvarar\ninvaliditetsgraden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmârkningar\u003C\u002Fp>\n\n\u003Cp>1.Restarbetsförmâgan i % utgör skillnaden mellan 100 % och det procenttal\nsom faststâllts för den samordningsbara förmânen.\u003C\u002Fp>\n\n\u003Cp>2.Den samordningsfria arbetstiden utgör per kalendermânad 175 timmar\nmultiplicerad med restarbetsförmâgan.\u003C\u002Fp>\n\n\u003Cp>3.Den samordningsbara arbetstiden utgör per kalendermânad skillnaden\nmellan den för tjânstemannen gâllande arbetstiden per kalendermânad (Tabell\n1) och den samordningsfria arbetstiden per kalendermânad.\u003C\u002Fp>\n\n\u003Cp>Tabell 1\u003C\u002Fp>\n\n\u003Cp>(Veckoarbetstid X 175)\u003C\u002Fp>\n\n\u003Cp>____________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">********\u003C\u002Fspan>40\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Veckoarbetstidtimmar\u003C\u002Ftd>\n      \u003Ctd>Månadsarbetstidtimmar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>40\u003C\u002Ftd>\n      \u003Ctd>175,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>153,13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>131,25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>109,38\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>87,50\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>Mom 4 Berakning av samordnad mânadslön\u003C\u002Fh3>\n\n\u003Cp>Mânadslön till arbetare med förmân, som ska samordnas med lön, beraknas\nenligt nedan.\u003C\u002Fp>\n\n\u003Cp>Den för arbetstidsmâttet aktuella mânadslönen bestams enligt § 6.\u003C\u002Fp>\n\n\u003Cp>Frân mânadslönen görs avdrag för den resterande samordningsbara tiden,\nmed ett belopp per timme, som erhâlls genom att de enligt mom 1 erhâllna\nförmânerna per mânad, divideras med den för heltidsanstalld samordningsbara\narbetstiden enligt anmarkning 3 till mom 3. Avdragsbeloppet per timme fâr dock\nhögst uppgâ till 70 % av mânadslönen dividerad med mânadsarbetstiden\nenligt Tabell 1.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Franvaroavdrag for arbetare med samordnad manadslon\u003C\u002Fh3>\n\n\u003Cp>Vid franvaro gors avdrag enligt § 7 mom 5. Den samordningsbara tiden\nreduceras med det ordinarie arbetstidsbortfallet under franvaron.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"trainingprogrammes":46,"trainingfund":49,"pensionfund":53,"sicknesspay":57,"healthinsurance":61,"healthandsafetypolicy":65,"protectiveclothing":69,"deathrelatives":73,"childcare":77,"childcareleave":81,"violence":85,"hourspweek_select":89,"PAIDLEAV_trigger":93,"SCHEDULE_trigger":97,"FLEXWORK_trigger":101,"PAYSCALES_trigger":104,"NOCTPREM_trigger":108,"shiftallowancetype":111,"ANNLEAVE_trigger":115,"OVERTIME_trigger":119,"overtimeallowancetype_general":122,"SUNDAY_trigger":126},{"bindId":43,"name":44,"text":45},"cbadate_start_date","Detta avtal gäller fr o m den 1 oktober ","Detta avtal gäller fr o m den 1 oktober 2023 t o m den 30 September 2025.\nDärefter löper avtalet tillsvidare med sju dagars ömsesidig\nuppsägningstid.",{"bindId":47,"name":48,"text":48},"trainingprogrammes","§ 2 Arbetsmiljöutbildning",{"bindId":50,"name":51,"text":52},"trainingfund","Arbetsmiljölagen förutsätter att arbetsg","Arbetsmiljölagen förutsätter att arbetsgivarna och arbetstagarna\ngemensamt svarar för att skyddsombuden, chefer eller andra befattningshavare\nsom har arbetsuppgifter som päverkar arbetsmiljön fär erforderlig\nutbildning.\n\nMed erforderlig utbildning avses grund- och vidareutbildning. Som\ngrundutbildning kan ”Bättre arbetsmiljö” (BAM, för närvarande\nomfattande fem dagar) ett av partema gemensamt framtaget\ngrundutbildningsmaterial användas.\n\nSkyddskommittén eller motsvarande ska ocksâ tillse att nyvalda skyddsombud\nfâr sin grundutbildning sâ snart som möjligt dock senast sex mânader efter\natt de valts.\n\nDet är av stor vikt att samtliga chefer har grundläggande\narbetsmiljöutbildning. För utbildningskostnader svarar arbetsgivaren.\n\nAlla anställda ska ha kunskap i arbetsmiljöfrâgor i förhâllande till\nsina arbetsuppgifter och individuella förutsättningar. Formen för detta och\nomfattningen bestäms lokalt varvid ett riktmärke kan vara en dags\nutbildning.",{"bindId":54,"name":55,"text":56},"pensionfund","Kollektivavtalad deltid i pensioneringss","Kollektivavtalad deltid i pensioneringssyfte\n\nDeltid i pensioneringssyfte (deltidspension)\n\nArbetare kan ansöka om rätt till deltidspension frân och med den mânad\narbetaren fyller 60 âr. Om deltidspension beviljas är anställningen frân\ndet att deltidspensionen börjar gälla, en deltidstjänst med den\nsysselsättningsgrad som följer av deltidspensionen.\n\nAnmärkning\n\nParterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension, till exempel skatteregler avseende uttag\nav pensionsförsäkring.",{"bindId":58,"name":59,"text":60},"sicknesspay","Mom 2 Avdrag ska inte göras dâ •ersâttni","Mom 2\n\nAvdrag ska inte göras dâ\n\n•ersâttning utges i form av âlderspension enligt Avtalspension SAF- LO,\neller\n\n•ersâttning utges pâ grund av frivillig försâkring, som bekostas av\narbetaren, eller\n\n•ersâttning utges i form av livrânta, eller\n\n•ersâttning avser att tâcka kostnaden för sârskild vârd,\nlâkarundersökning, sakskada, sveda och vârk, protes eller andra sâdana\nsârskilda hjâlpmedel, som anges i 12 § lagen om yrkesskadeförsâkring eller\nSocialförsâkringsbalken 39-40 kap. eller frân ansvarsförsâkring.\n\n•Försâkringskassan har beslutat att den försâkrade fâr\nförvârvsarbeta utan att utbetalning av sjukersâttningen eller\naktivitetsersâttning minskas med hânsyn till förvârvsarbete, eller att\nsamma ersâttning minskas med viss del av reduceringsinkomsten\n\nMom 3\n\nUtges sjukersâttning eller aktivitetsersâttnmg enligt\nsocialförsâkringsbalken eller sjukpension pâ grund av allmân eller privat\nanstâllning efter lâgre arbetsförmâga ân 100 %, ska för kalendermânad\navdrag inte ske för arbetstid, som motsvarar arbetarens restarbetsförmâga,\nutan endast för sâdan arbetstid hârutöver, som motsvarar\ninvaliditetsgraden.",{"bindId":62,"name":63,"text":64},"healthinsurance","8.GTP Familjeskydd För arbetare som den ","8.GTP Familjeskydd\n\nFör arbetare som den 1 januari 2019 var helt eller delvis sjuk och där-\nefter inte äterfätt full arbetsförmäga i relation till sin\ntjänstgöringsgrad, eller som fätt partiell sjukersättning beviljad under\nsin i anställning pä Samhall, omfattas i stället av Avtalsförsäkring\nSAF-LO (hanteras via FORA).",{"bindId":66,"name":67,"text":68},"healthandsafetypolicy","Avtal om arbetsmiljö och företagshälsovä","Avtal om arbetsmiljö och företagshälsovärd\n\nParterna är ense att samverka om utvecklingen av god arbetsmiljö och en\nväl fungerande företagshälsovärd till gagn för bâde företag och\nanställda. Detta förutsätter bland annat att samverkan i berörda led\ngenomföres innan beslut fattas.\n\nSamverkan och lokala överenskommelser inskränker inte arbetsgivarens\nansvar enligt arbetsmiljölagen.\n\nArbetsmiljölagen jämte tillhörande föreskrifter är viktiga grundelement\ni arbetet.\n\nArbetsmiljöverket och Arbetsmiljöinspektionen utövar tillsyn enligt\narbetsmiljölagen.",{"bindId":70,"name":71,"text":72},"protectiveclothing","Mom 6 Föreskrifter till skydd mot arbets","Mom 6\n\nFöreskrifter till skydd mot arbetssjukdom eller arbetsskada ska noggrant\niakttas. Befintlig skyddsutrustning ska användas.",{"bindId":74,"name":75,"text":76},"deathrelatives","C Nära anhörigs begravning Begravningsda","C Nära anhörigs begravning\n      Begravningsdagen jämte erforderlig restid, totalt högst 3 dagar",{"bindId":78,"name":79,"text":80},"childcare","E Hastigt uppkommande sjukdomsfall som a","E Hastigt uppkommande sjukdomsfall som avser nära anhörig",{"bindId":82,"name":83,"text":84},"childcareleave","Högst 1 arbetsdag per tillfälle och högs","Högst 1 arbetsdag per tillfälle och högst 4 arbetsdagar per\n      år",{"bindId":86,"name":87,"text":88},"violence","•ersättning, som arbetaren erhäller med ","•ersättning, som arbetaren erhäller med anledning av olycksfall, väld,\nmisshandel, sjukdom eller dylikt.",{"bindId":90,"name":91,"text":92},"hourspweek_select","Mom 3:2 Ordinarie arbetstidens langd Den","Mom 3:2 Ordinarie arbetstidens langd\n\nDen ordinarie veckoarbetstiden for heltidsanstalld arbetare utgor 40 timmar\nper helgfri vecka i genomsnitt under fyra veckor. Den ordinarie\nveckoarbetstiden for heltidsanstalld arbetare utgor vid intermittent\ntváskiftsarbete 38 timmar per helgfri vecka i genomsnitt per kalenderár.",{"bindId":94,"name":95,"text":96},"PAIDLEAV_trigger","Om arbetaren har erhallit flera betalda ","Om arbetaren har erhallit flera betalda semesterdagar an som motsvarar\narbetarens intjananderatt och skriftlig overenskommelse inte har traffats\ngaller bestammelserna om forskotterad semesterlon i § 29 a semesterlagen.",{"bindId":98,"name":99,"text":100},"SCHEDULE_trigger","Mom 4:4 Dygnsvila Om de lokala parterna ","Mom 4:4 Dygnsvila\n\nOm de lokala parterna inte enas om annat ska varje arbetstagare ges minst\nelva timmars sammanhängande viloperiod per 24-timmarsperiod, beräknad fran\narbetspassets början enligt arbetstagarens gällande arbetstidsschema.\n\nI dygnsvilan ska perioden 0.00-5.00 ingä om inte annat överenskommes med\ncentral arbetstagarpart.\n\nAvvikelse frän första stycket fär göras tillfälligtvis, om det\nföranleds av nägot särskilt förhällande, som exempelvis skiftbyten,\növertidsarbete eller överenskommen arbetstidsförläggning. Vid sädana\navvikelser skaarbetstagaren ges motsvarande förlängd viloperiod i anslutning\ntill det arbetspass som avbrutit viloperioden. Om dygnsvilan förläggs till\nordinarie arbetstid far detta inte medföra inkomstbortfall.\n\nOm motsvarande förlängd viloperiod av sakliga skäl inte kan läggas ut\nenligt föregaende stycke ska arbetstagaren ges motsvarande förlängda\nviloperioder förlagda inom sju kalenderdagar.\n\nAnmärkning\n\nMed motsvarande viloperiod avses mellanskillnaden mellan 11 timmar och den\nsammanhängande viloperioden som arbetstagaren har fatt. Exempelvis 3 timmar,\nom viloperioden viss 24-timmarsperiod varit 8 timmar.\n\nCentral part kan, om synnerliga skäl föreligger, begära central\nförhandling om tillämpningen av detta moment.",{"bindId":102,"name":103,"text":103},"FLEXWORK_trigger","Flextidsavtal för arbetare vid Samhall",{"bindId":105,"name":106,"text":107},"PAYSCALES_trigger","Mom 1 Grundlon Mânadsavlonad arbetare er","Mom 1 Grundlon\n\nMânadsavlonad arbetare erhâller vid heltidsanstallning grundlon enligt\nnedan.\n\n\n  \n  \n  \n  \n  \n    \n      Grundlön fr o m\n      2023-10-01\n      2024-10-01\n    \n    \n      \n      23 912 kr\n      24 843 kr\n    \n  \n",{"bindId":109,"name":110,"text":110},"NOCTPREM_trigger","Mom 4:2 Nattarbete",{"bindId":112,"name":113,"text":114},"shiftallowancetype","Parterna är överens om att nattarbete (0","Parterna är överens om att nattarbete (0.00-5.00) i normalfallet inte ska\nförekomma. Om skäl för nattarbete föreligger kan överenskommelse om detta\nträffas med central arbetstagarpart.\n\nÖverenskommelse enligt ovan kan i normalfallet endast träffas för\nbegränsad tid och\u002Feller för ett visst uppdrag\u002Farbete.",{"bindId":116,"name":117,"text":118},"ANNLEAVE_trigger","Mom 4 Semesterlön, semesterersättning m ","Mom 4 Semesterlön, semesterersättning m m \n\nMom 4:1 Semesterlöneberäkning\n\nSemesterlönen utgörs av den aktuella mänadslönen och semestertillägg\nenligt nedan.\n\nMed mänadslön avses i detta sammanhang fast kontant mänadslön (i\nförekommande fall efter samordning) och eventuella fasta lönetillägg per\nmänad (t ex fasta skifttillägg eller liknande).\n\nBeträffande ändrad sysselsättningsgrad, se mom 4:4. Semestertillägg för\nvarje betald semesterdag utgör\n\n•0,85 % av arbetarens vid semestertillfället aktuella mänadslön.\n\n•0,53 % av summan av den rörliga lön\u002Flönedel som har utbetalats under\nintjänandeäret.\n\nMed rörlig lön\u002Flönedel avses i detta sammanhang: premielön, ob-tillägg,\növertids-, beredskapsersättningar och liknande rörlig lön\u002Flönedel i den\nmän den inte inräknats i mänadslönen.\n\nDen genomsnittliga inkomsten per dag av premielön, ob-tillägg och liknande\nrörlig lön\u002Flönedel i den man den inte inräknats i mänadslönen,\nmultiplicerad med antalet semesterlönegrundande fränvarodagar (hel eller\ndelvis).\n\nGenomsnittlig inkomst per dag beräknas som under intjänandeäret utbetald\npremielön, ob-tillägg och liknande rörlig lön\u002Flönedel dividerad med antal\nanställningsdagar exklusive semesterledighetsdagar och semesterlönegrundande\nfränvarodagar (hela) under intjänandeäret.\n\nOm semesterlönen per dag inte uppgär till 1 456 kr fr o m 2023-10-01\nrespektive 1 504 kr fr o m 2024-10-01 betalas en extra semesterutfyllnad per\ndag motsvarande skillnaden mellan 1 456 kr respektive 1 504 kr och arbetarens\nsemesterlön per dag, beräknad pä den aktuella mänadslönen (i förekommande\nfall mänadslönen före samordning).\n\nDen extra semesterutfyllnaden ska inte samordnas enligt bestämmelserna i\nbilaga 5.\n\nFör att kontrollera om semesterutfyllnad ska ske görs följande\nberäkning.\n\n4,6 + 0,85 = 5,45 % x aktuell mänadslön plus 0,53 % av summan av den\neventuella rörliga premie, enligt § 6, som har utbetalats under\nintjänandeäret (i förekommande fall aktuell mänadslön och premie före\nsamordning).\n\nTalet jämförs med 1 456 kr fr o m 2023-10-01 respektive 1 504 kr. För\ndeltidsanställd justeras krontal och kontrollberäkning med hänsyn till\nsysselsättningsgraden.",{"bindId":120,"name":121,"text":121},"OVERTIME_trigger","Mom 7 Övertid ",{"bindId":123,"name":124,"text":125},"overtimeallowancetype_general","§ 5 Övertidsersättning Mom 1 Övertidstil","§ 5 Övertidsersättning\n\nMom 1 Övertidstillagg",{"bindId":127,"name":128,"text":129},"SUNDAY_trigger","Obekväm arbetstid är ordinarie arbetstid","Obekväm arbetstid är ordinarie arbetstid förlagd sä att tillägg utges\nenligt bestämmelserna nedan.\n\nOb-tillägg\n\nVid arbete, som förläggs till följande tider, utbetalas tillägg för\nobekväm arbetstid (ob-tillägg) med nedan angivna belopp per timme:\n\n\n  \n  \n  \n  \n    \n      a) Vardag mellan kl 18.15–20.00\n      50 % på timlön (M) 175\n    \n    \n      Vardag efter kl 20.00\n      70 % på timlön (M) 175\n    \n    \n      b) Från kl 12.00 lördag samt\n      \n    \n    \n      sön- och helgdag\n      100 % på timlön (M) 175\n    \n  \n\n\n\n\n1.Tillägg för obekväm arbetstid är inte att betrakta som en del av den\nfasta lönen.\n\n2.Tillägg för obekväm arbetstid betalas inte samtidigt med\növertidsersättning eller restidsersättning.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Kollektivavtal Samhall tecknat mellan parterna Fremia, Samhall och LO-förbunden Giltighetstid: 2023-10-01–2025-09-30 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2023-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2025-09-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Övrigt\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Företagsnamn: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Landsorganisationen i Sverige\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → The CBA explicitly refers to the law dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betald ledighet per år för vård av anhörig: → 4 dagar\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 3 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 7.5\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 38.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → -10.0 dagar\n            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